| Comment Number: | OL-10511518 |
| Received: | 3/16/2005 3:51:59 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. Potentially a great opportunity, except if you’re the guy that is the senior senior of a pay band with great experience, dedication and caught in “Catch 22” job – too old, and too much time in the position (you’re the history and depth of the office). With no real opportunity for consideration for a different position, is this person against a ceiling for earning potential? Is the top of the pay band flexible? Within the AF, civilians makeup approximately 1/3 of the workforce. However, a majority of the workforce will continue to receive annual cost of living raises, incentives, as well as time-in-grade pay increases and promotions, the civilian sector will have no specific structure with regards to their income. Over the years, it has long been said that the military is not being paid competitive wages with the real world. Attempts have been made by Congress to move the military closer to the pay of the “real world” but they have not succeeded thus far. However, comparing the pay raises the military has enjoyed over the past 25 years versus the pay raises given the civilian workforce over the same period shows a consistent history of the military receiving a slightly larger pay increase. In doing so, there is an increasing gulf between the pay a 1/3 of the workforce earns in comparison to the others. Taking away “cost of living” would further erode any possible comparison between the pay of the military and the civilian workforce. I note that when talking civilian vs military pay. I only consider base pay, subsistence allowance and housing for the military, not the medical benefits, retirement benefits, pro pay, and other incentives.