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Return to Article: Davis cautious on civil service reform

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  Trust us Ms. Strausser, management is observing your coworker's behavior and condoning it. Doesn't the supervisor approve this character's leave every pay period? These are the people that give the federal workforce the bad name. It's because of management's incompetence in using their current authority; according to the CFR, Title 5, Master Labor Agreement, and or Contract, we are going to get the NSPS forced on us. Under the NSPS, this person will be the one to keep his job and you'll be fired!

  Patricia Posted March 9, 2005 6:22 PM
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  Hmmmmmmmm, the problem is that there is no guarantee of a raise EXCEPT for the step increase or the COLA? These are the only jobs, other than pro athletes that get them claused-in, that gets ANY guarantee of a raise. I'm satisfied that performance will be the determinant in the future, not cronyism. At least no more so than now where manager's buddies get the promotions, choice assignments, and bonuses such as they are.

  Get OVER yourselves! Civil service employment is NOT protection for life, a job for life, or an entitlement.

  Skeptical Posted March 8, 2005 9:11 AM
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  The politicos are "cautious" in the press but when it comes time to vote.......well then you have new personnel systems in DHS and DOD don't you. The rest of the system is sure to follow.

  The very sad and unfortunate of it all is by the time anyone realizes what has happened, it will be too late. The government will have but one place to turn, and that will be their contractor buddies.

  Mark Gibson Posted March 8, 2005 5:07 AM
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  It appears that Michele has not been in CS long enough to realize how badly the new system will effect her and her fellow workers. Some in-depth reading may enlighten. The reason CS was set up the way it is, was to protect all of us from the whims of those who come and go and are only looking out for themselves. Now that will return and you will regret giving up what we have. When you do not get a cost of living increase or a promotion you will have only yourself to blame. Yes there are back sliders, but those are the exception not the rule. Leave is there to be used, some hoard the leave and others use it as they get it, worry about yourself first and then what others do. It is the supervisor's responsibility to control leave use not yours, if someone else's use of leave bothers you, tell your supervisor to do a better job. If you are not being promoted or getting a raise look at yourself and ask yourself why you do not get promoted or get a raise. Maybe you are too worried about what others are doing. By the way, when you took your job it was at whatever grade you accepted with no guarantee of a raise. The only raise you were allowed was a step increase or COLA. It helps to understand what you signed on for. The new system you like gives or assures you NOTHING. The system we have now is designed to assist both the employee and the employer the new system is not designed with any consideration for employees, only the employer. It is obvious that the people who have designed the new system gave no thought to what they were doing, except from the management side. Maybe you should return to the civilian sector where all things are great, good, just and run the way you appear to like it. Forgot to mention I have been on both sides of the fence and done well on both sides. Up until now I have liked this side better; with this new NSPS I will have to make my own decision.

  Dave Posted March 2, 2005 12:57 PM
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  I regard the new personnel system with trepidation which is now in the first stages of implementation within the US Navy.

  The Navy doesn't list what commands are being affected. The web site only lists personnel at geographic locations being affected. This makes it difficult to tell when your command is selected.

  In order to rate personnel, it will necessitate ongoing conversations to assess employees. If done correctly, these conversations will be documented in written notes to preclude legal challenges to actions that may be percieved by the rated employee as detrimental and unfair.

  I presume supervisors will be given a pot of money to reward employees as now done under the current system whereby quality salary increases and performance awards are meted out. If only so much money is to be distributed, it may be difficult to give out salary increases to those deserving them at the expense of other employees, another source of greivances. Supervisors may rate everyone roughly the same to alleviate such complaints.

  I know the Air Force personnel, currently utilizing this system, have awarded employees large salary increases and then giving said personnel bonuses from that point on sans base salary increases.

  I am not impresssed with the locality pay allocation which, seems to allocate different proportions to personnel working at the same location. If everyone lives in the same geographic region, pays the same amount for basic living expenses, why would some be given larger locality pay than others? How is that going to be distributed in a fair and equitable manner?

  I applaud the idea that people won't be pigeonholed in one job series and will be allowed more freedome of movement within the government ranks, but you have to show me.

  The structure used in DoD for the last 50 or so years may have limitations, but it is a fairer system and easily understood thus giving incentive for people to work for DoD.

  I hope the implementation of the new system works, for I fear we are now going to be overun by it. However, I have a feeling that it will lead to a exodus of the savy DoD personel.

  Regards,

  Matthew Duff US Navy

  Matthew Duff Posted March 2, 2005 9:38 AM
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  Michelle,

  Try this exercise. You're a supervisor with 5 employees and a fixed budget for raises. Who get's it -- the physicist who works on projects you can't even pronounce so she must not be doing top quality work; the admin assistant who stopped the security violation (good work except you were the one who committed it, too bad for her I guess); the budget officer who told you funds weren't available; the contracting officer who wouldn't let you do a sole source contract? All of them have done an outstanding job so do you peanut butter the raise? I know, you can't understand the physicist, the others followed the law rather than your personal desires so let's give the entire raise to the guy who makes pretty power point presentations.

  Working for the Taxpayers

  GovExec.com reader Posted March 1, 2005 11:17 PM
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  This will turn into nothing more than "boot-licking" the managers by good decent and hard-working employees who would have otherwise received raises thru the current GS system. Many managers are already incompetent and this will only serve to increase their ego, especially if they think that they have the power to either deny or delay a raise for a good employee. The government has many more good employees than they do managers - think it over. This will ruin the employment structure of the Federal Government.

  Charlie Posted March 1, 2005 10:32 PM
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  The last poster is 100% correct in regard to doing the work and not getting squat.

  Sincerely, FAA core comp 3 years

  GovExec.com reader Posted March 1, 2005 9:18 PM
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  Wait until the "person who uses their leave every pay week, doesn't apply themselves and sits in the shadows" is the one who gets the raises because he is a 'buddy' while YOU do the job to the fullest and don't.

  GovExec.com reader Posted March 1, 2005 1:49 PM
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  I feel that the new reform is a GOOD plan. I worked in the private sector for years and you got promotions and pay raises on your performance. I am now a federal employee and everyone of WG status gets the same pay increase. Why should a person who uses their leave every pay week, doesn't apply themselves and sits in the shadows skip by with the same pay as someone who puts every effort forward to improve and do a job to their fullest? Of course you will still have favorites getting better raises or promotions, but that happens now with the current system and I see it every time a position is open. People can say this system is not a good idea, but for me, I feel, if you slink by on your job, you should slink by in your paycheck too. I think people should be more concerned about GS positions getting better raises than WG positions instead of boo-hooing about the fact that they might have to apply themselves to get a raise.

  Michele Strausser Posted March 1, 2005 11:21 AM
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  Congressman Davis,

  While I live in Maryland I have followed your career across the River and have a great deal of respect for you. I've heard you speak and know that you have a deep understanding of the problems facing all Americans.

  The viability of the Federal Civil Service is the cornerstone of our Democracy. Saving the Service is a completely bipartisan issue. Please dig deep and fight for your constituents even if it means losing your political Republican leadership offices by standing up to an administration bent on destroying the Service.

  Twenty years from today you will be proud for taking a stand to save us and if you don't do anything-- twenty or thirty years from now when you are no longer a Congressman you will be kicking yourself for carrying out the administration's wishes and killing the Civil Service-- or as the President calls us "the Beast." There is no more reprehensible term for America's Civil Service from a theological standpoint.

  Of all Republican congressmen with clout you are in the very best position to save America's professional and nonpartisan Civil Service. Be brave and please do what's right.

  HR Specialist

  GovExec.com reader Posted March 1, 2005 8:07 AM