| Comment Number: | OL-10511492 |
| Received: | 3/16/2005 3:47:21 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:
Pay banding tried before with the higher grades, Merit Pay System. Lasted 4 or 5 years, then reverted back to the old system. Pay based on performance already in place with the current system. Currently, supervisors can deny within-grade-increases for poor performers. The only difference is across the board pay adjustments. A conservative supervisor may apply restraint in pay for his high performers, while a more liberal supervisor may be more generous in the pay given to his high performers. All conditions being equal, would that be fair? The problem is not with the current GS pay system, but with the unaccountability of supervisors and managers. Many times, management does not take the proper action against poor performers. NSPS will not change poor managers, and could result in fewer checks and balances on managers’ actions. Veterans’ Preference. RIF procedures currently are based on performance. Employees receive additional years added to their SCD for exceptional performances. And, since veterans’ preference will still be preserved, a poor performing veteran would be placed above a high performer. If veterans’ preference is preserved in hiring, how does a selecting official get to that high quality talent, since you cannot pick a non-vet over the higher ranked veteran? New proposals not developed yet, such as the hiring and staffing flexibilities. It’s like accepting a package not knowing what it contains. When the package is opened it could contain something dangerous or not acceptable, especially in today’s world. Flexibility in assigning work. The new system would allow supervisors to play favorites, giving all the raises and good jobs to someone they like. And setting another employee up to fail. Or giving them all the “dirty” duties, the duties that no one wants to complete. When there is a classified PD in place, there is no misunderstanding by the employee or the supervisor what duties are required. Adverse Actions and Appeals. Foresee the possibility for discrimination in the new system more than in the current system. Even if the new system provides for a streamlined, efficient disciplinary and appeals process, if the number of complaints increase considerably, where’s the savings?