| Comment Number: | OL-6000000 |
| Received: | 2/14/2005 11:36:19 AM |
| 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:
Concerning the NSPS - one of the reasons often given for supporting this change to the NSPS is that in the current system high performers and low performers are paid alike. We all get the yearly increase. That may well be. I am considered a high performer as my appraisals reflect all 9s but I don't get a past the .00001 % of yearly pay bonus. But I don't mind because I could be pretty confident I would get the next step increase and the yearly increase, which will increase my retirement, whereas the yearly bonus doesn’t. And yes others would get their steps and yearly increase too. That was ok. At least, I had mine. But under the NSPS, which is supposed to be objective where the supervisor decides which employee’s are contributing to the value of the mission. I cannot imagine that the human nature of the supervisors will miraculously change under NSPS. The employees under the current system who get large bonuses bring cake, cookies and baby sit the boss’s kids, organize parties etc. I just cannot imagine that it would be different under NSPS. Those same supervisors under NSPS will justify giving those kinds of individuals the better pay banding and increases which will now affect retirement. So, under the new system, I won't get mine along with every one else. The old system of the yearly bonus didn't affect my retirement. Pay banding will. And I don't know how to coddle the supervisor and I don't eat cake. I stay fit for mind and health and to be a productive employee. The other aspect that needs to be considered is that the DOD often puts brand new lieutenants in charge of a branch to give them the experience of leading. As such, these new lieutenants often write appraisals of civilians. This practice will have to change. As a hard worker, who worked through many a lunch hour without compensation, I was told on an appraisal that I was withdrawn. Never mind that fact that I volunteered to train someone to do the mission. Never mind the fact that I never missed a suspense. So, how do you expect this system to work? Human nature being what it is -- Supervisors gravitate toward personable people who bring them things, invite them to their homes, party with them, volunteer for base activities (not mission related) and other possibilities. You expect these same supervisors to objectively appraise the contributions to the mission?