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• 19783
  

  Where can I get more information about these "voluntary" overseas assignments? I have to write something and would like to discuss this matter.

  GovExec.com reader Posted November 24, 2006 3:06 PM
• 19682
  

  It's all about money, and screwing the federal work force out of it. I was given a "voluntary" overseas assignment. I was told that the military has to do it, so get used to it. I was told it would only be for six weeks, and it ended up being 179 days exactly. And the people who refused their appointed "voluntary" assignment, were given promotions. Go figure!

  Civil Slave Posted November 16, 2006 4:41 PM
• 19483
  

  Defense employees for the most part sat silent when the legislation was being debated. Likely in hopes of finally getting paid for what they were doing.

  Defense continues to play its game of no real details and continue to trudge on. The only thing stopping them now is this pesky little lawsuit the unions filed (and won). Now in order to go into NSPS, if you are in a recognized bargaining unit represented by a union, management must negotiate these changes.

  Most unions are greatly concerned with what they anticipate to be widespread use of bonuses versus performance increases to your base pay. Bonuses are a one time deal and don't count toward retirement.

  Now David Chu wants to follow up with legislation to send Defense employees overseas. He claims voluntarily. They have that now, so why the need for legislation? It is likely not really voluntary, but we like to call it that for the media and to keep folks happy.

  After all, we're one force.

  Mark Gibson Posted November 2, 2006 7:50 PM
• 19446
  

  Ms. Flanagan makes the answer to the question about pay for performance counting for retirement sound so hopeful! But let's look at it: 1 and 2 state only that one is eligible, not that one will receive; remember that TSA for at least two years running said they didn't have money for pay increases for those who "deserved" them. Number 3 doesn't count toward retirement at all. As to 4 and 5, how likely are they? If you didn't get a promotion under the GS system, you aren't likely to get one under NSPS. Again, you could move from the bottom of the lowest payband right on up to the highest band, but how likely is it? You could also win the lottery! The idea is to blow smoke in our faces until it's too late to save ourselves.

  GovExec.com reader Posted October 31, 2006 4:35 PM
• 19426
  

  Doesn't it strike anyone as strange that the locality pay is subject to job performance? Locality pay is to maintain the purchasing power of the salary because of differences in the cost of living in different areas. The government employees should be located in areas with low costs of living to avoid paying high salaries because the government operation happens to be located in a high cost area -- it has nothing to do with job performance!

  Locality pay should be automatic and not based on job evaluations performed by incompetent managers based on objectives that are ridiculous and meaningless. My "new" objectives are based on what I did five years ago and not what I do today - does this mean I should stop working on those things? Of course not, I will continue to do things that are not the objective and hope the manager that happens to be in place at the time of evaluation adjusts the evaluations to fit what I do. This new system is no better than the old except that we now have a new system! Glory be to Rummy - now maybe he can get a clean audit opinion on his financial statements even though the Defense Department's policies for financial reporting are incorrect and incomplete! Defense is the only agency that does not have a clean audit opinion and it is implementing a new personnel evaluation and pay system. What is wrong with this picture?

  Taxpayer Posted October 31, 2006 7:01 AM
• 19395
  

  Everything I read references the fact that a person can't draw military retirement and CSRS retirement once you reach age 62. What about VA compensation and CSRS retirement at that age?

  GovExec.com reader Posted October 27, 2006 2:57 PM
• 19393
  

  Under NSPS, your basic pay will continue to count in the computation of your high-three average salary just as it did under the GS pay scale. In the chart below, there are five ways that employees can receive a pay increase under NSPS. The only one that wouldn't count in computing the high-three would be the receipt of a bonus (which is the same under a GS system).

  1. Local Market Supplement (LMS): Under NSPS, the LMS replaces locality pay and special salary rates. Employees are eligible for an LMS adjustment if they have a rating of record of Level 2 (Fair) or higher.

  2. Rate Range Adjustment: A change in the minimum or maximum range of a pay band based on market drivers. Employees are eligible to receive an increase in their base salary if they have a rating of record of Level 2 (Fair) or higher.

  3. Performance-based Increase: An increase in base salary and/or a one-time bonus.

  4. Promotion: Movement to a higher pay band on a temporary or permanent basis.

  5. Reassignment or other placement actions: Movement within the same or similar pay band.

  Tammy Flanagan Posted October 27, 2006 2:11 PM
• 19390
  

  How is NSPS going to affect retirement? Both CSRS (which I'm under) and FERS pensions are tied to our high three. Pay under NSPS comes under different categories; some of these categories will count toward the high three and others will not. What parts of our pay will count toward the high three?

  Gregg Wagener Posted October 27, 2006 11:45 AM