| Comment Number: | OL-10511475 |
| Received: | 3/16/2005 3:41:31 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
After twenty-five year of Federal Service, I have serious concerns with giving supervisors the power proposed through the pay for performance system. i have seen enough of the "good ole boy" system in the way promotions, awards are already handed out and believe me it has nothing to do with performance 95% of the time. I could sit here and write examples of such for the next three weeks, so it is no wonder that I have no confidence that the P for P system can or will be administered with any since of true reward for performance. There are so many example of supervisors with a vindictive spirit blocking someones promotion because they didn't like them. I'm not talking about a trouble maker either. Many times the high performers are blacklisted because the managers don't want to hear the truth, or can't get the people that really know to cover their incompitence. Know you want to take the step raises and give them to these very people. Well I for one am glad I don't have that many more years to endure this mentality. What the government doesn't realize is that they already have a problem with retention of good employees. Once the CSR employees are gone, we will have a workforce that is loyal only to themselves. And why not? The government is doing little or nothing that will stop them from accepting that next lucrative offer from private industry. Believe me, if I hadn't been in CSR with over 20 years, I would have been long gone five or more years ago and making twice what I would ever expect to make working for the government. That's not sour grapes, that's just the facts. The other side of this P for P issue is that I believe that this is just a way to make all the money for in grade increases in pay to dry up anyway. The part that most supporters of P for P miss is that if the money isn't there, there are no increases.