TOPICS
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Pentagon pay plan's demise could pave way for broad reforms
When President Obama signed legislation that repealed the National Security Personnel System, on a warm day in late October, the Rose Garden celebration seemed like a bit of a letdown. The rollback of the controversial Defense Department pay program was just one of many federal employee provisions bundled into the fiscal 2010 National Defense Authorization Act and was largely overshadowed by hate crimes legislation. Unlike the protests outside the meetings of a review board assigned to assess NSPS this summer and the heated lawsuits challenging the system, the work that went into passing the rollback took place largely behind the scenes.
Despite the massive push by federal employee unions, lawmakers and outside experts to end NSPS - the biggest symbol of the Bush administration's personnel experiments - the real work begins now.
The Defense Department must find a way to return 200,000 workers to the pay systems that covered them previously, and to make sure no one's salary is reduced along the way. Working in conjunction with the Office of Personnel Management, Defense has until April 2010 to propose yet another alternative pay system, and until October 2010 to design a performance management system that will cover its employees. As OPM begins work on a governmentwide package of personnel reforms, the demise of a program federal employee groups almost uniformly referred to as "toxic" could create the good will necessary for much broader changes.
In the December issue of Government Executive, Alyssa Rosenberg explores challenges and opportunities created by the rollback. Click here to read the full story.
COMMENTS
- NSPS, regardless of the detractors, was a major effort to hold us government workers accountable for our work and jobs. There has been a culture of entitlement too long in our workforce, with little accountability for actions, and the nation knows this (think of all the government worker jokes). If folks put in the time to study it, as we did, you'll find all employees benefit (we all made about 50% more in salary than those still in the GS system) as does the organization. With all the complaints I've heard, try working as a contractor in the civilian sector as I did for 10 years. You'll find little guarantees for annual raises unless you produce something. Ray A. Letteer Posted December 24, 2009 7:45 AM
- NSPS had potential, but transparency issues doomed it to fail. One reason is MGMT aren't adequately trained on NSPS requirements. Directors, managers, and supervisers with great intentions are ill-equipped to adequately administer the program, and others abuse the system by undercompensating or overcompensating employees. I see some positives with NSPS. Compensation acceleration for good workers, lack of time in grade restrictions, bonuses, etc. However, their are not guaranteed increases in pay via steps, and I have seen some employees move from $65,000 a year to $91,000 in months without any true additional responsibilities. For those who want to punish NSPS employees I ask one question: Why do almost all former GS workers converted to NSPS desire the GS system now? Mentallect Posted December 13, 2009 7:13 PM
- Very glad you could leave your liberal bias out of a NEW article. I and other noted your referance to Bush. You really need to find a new vocation Sam Mention Posted December 4, 2009 7:56 AM
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