| Comment Number: | OL-10511727 |
| Received: | 3/16/2005 4:59:01 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:
While there is much talk about the 3 bands we have had no opportunity to see what this looks like or how it will be used. So how can any of really be able to draw the proper conclusion as to its benefits. The fact that future pay increases will be open to subjectivity is troubling. I have worked in several managerial environments while employed as a CSRS Govt employee. One manager in the past said there was no such thing as an Outstanding Employee and hence no one within our divison received an Outstanding Performance Appraisals. Another manager said everyone was Outstanding so everyone got the Outstandings. You can have excellent empoyees who rub the supervisor the wrong way and he/she gets penalized. My view on the subject is that there will be much in fighting among employees as each pounds their chest saying how great they were and are. We will both be micro-managed and become micro managers ourselves as we try to compete with colleagues for the almighty dollar. With the GS schedule we knew what to expect and we still got our full cost of living increases whether we were liked or not...it doesn't sound like that will be the case in the future. We have always had methods of rewarding performance and when they get used today it always seemed to create dissention among the employees. Performance appraisals have run several courses and finally had been changed to where either you were either Fully Successful / Minimally Successful or Unacceptable....why do you think that was done...my belief was this enabled managers to manage and employees to get their jobs done. I agree something needs to be done to improve upon the way personnel are hired and something definitely needs to be improved about the way you handle unacceptable performance but the changing of the GS pay system will not do much for the morale of the greatest number of people affected by these changes. The one thing we could rely on ....putting your time in and you will receive your step increases....is now being taken away...with no guarantees that your positive efforts will ever go rewarded. This will not do anything for people who aspired to be leaders or supervisors either as NSPS will create enormous headaches down the road as people will need document their lives away justifying why those employees don't receive increases while employees document why they deserve them. While the "intent" of the system overhaul was to do all this good....I have been around this bureaucratic red tape for 28 years and I can predict that for the larger percentage of employees....many of these people will be hurt by these changes. If you get rid of the dead weight you enhance morale to a point. Reward your better performers with the awards/bonuses which are already in place. If 80% of your problems are caused by 20% of the workforce then your attention needs to focus on that 20%. We learned that in supervisor's school way back in the day. What you are doing in my humble opinion is more disadvantageous to the 80% who are NOT your problem.....YET!