| Comment Number: | OL-10511745 |
| Received: | 3/16/2005 5:08:18 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:
Agency: Dept of Commerce, National Processing Center Docket ID: NSPS-2005-001 RIN #: 3206-AK76 Subpart A -- General Provisions Sec. 9901.101(b) How can this new system "protect the rights guaranteed by law" when the system does away with proper third party review by MSPB? Pay for performance is going to be a big problem, because employees will not have means to have their problems heard by outside parties. Pay for performace could be a good idea if it was used fairly and equitably across the board. You will have employee vs employee trying to stay on the supervisors good side just so they could/should receive a pay increase the next year. Employees will be at the mercy of the supervisor when it comes to their raises. If the supervisor does not like the employee, under pay for performance, the supervisor can over look that employee for their pay increase based on totally personal reasons unstead of based on the performance of the employee. Giving the first-line supervisor control over the employees pay increases opens the rating periods up to subjective ideas of the supervisor and just doesn't seem to make the best policy for any governmental agency to adopt.