| Comment Number: | OL-10512150 |
| Received: | 3/16/2005 10:28:25 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:
Section 9901.342 Performance payouts. (a) Overview. (1) The NSPS pay system will be a pay-for-performance system and, when implemented, will result in a distribution of available performance pay funds based upon individual performance, individual contribution, organizational performance, or a combination of those elements. . . . If increasing performance is a desired goal, then monetarily rewarding high performance seems to intuitively make sense. On the other hand, to totally negate an employee's agency loyalty through demonstrated years of good service doesn't seem to be a laudable goal. I suggest, in the best of labor relations traditions, a compromise: Use both performance and seniority in the determination of a salary increase/bonus award. To the factors of “individual performance, individual contribution, (and) organizational performance” add a length of service component. For example, use a 100 point scale for ratings with 50% from each individual performance and seniority; or, Weight the value from one or the other: e.g., 75% for performance and 25% for seniority; or Use seniority to determine amount of the salary increase/award only This would help allay employee and union concerns that senior employees may see their pay “frozen” by NSPS as retirement approaches. Thank you for your consideration. SRB