NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Apalled — Wed, 01 Apr 2009 17:14:56 GMT

The REAL flaw of NSPS is shows in the spiteful, unprofessional discourse about comparative worth and money. Lamb's response to Eaddy is an example of how destructive pitting employees against each other can be. There was a time when no one in at my organization wasted time discussing comparative pay raises. We might speculate on how someone achieved a grade but soon let it go because there really wasn't much point hashing over poor judgement and a defined pay scale. We might think somebody was an over-paid jerk but we didn't take it personally or feel threatened by it. Now people in my organization are bothered by the appraisal process. In the last two years I have heard more spiteful talk about co-workers than in the previous 23 combined. The system has decided that money will be the tool to validate an employee's worth and while there are many types of jobs we all have the same generic objectives. Hence the security manager has the same objectives as the electronic engineer and competes in the same pay pool. And because the pay increase has become the reward and is the ONLY reward tool used, people are hurt and angry because their contributions aren't recognized. I've done well with NSPS and expect to continue to. While I like to think I'm exceptional, really it's because I've been LUCKY with assignments and have a supervisor who spends HUGE chunks of time pre-reviewing our self-assessments, writing her assessments, and schmoozing the pay panel for her employees. But I don't tell anybody what I get because I like the people I work with and I don't want to alienate them. Some are not so lucky in their assignments or supervisors and twice a year everybody gets reminded of that fact. Everybody (including me) is reminded of their boss's lack of understanding of what they do and that it's downhill from there. So no, I don't like NSPS. As implemented here, it's unfair and destructive to workforce cohesiveness and therefore detrimental to the mission. BTW, my organization is fee-for-service. Our budget is dependent on our ability to compete with commercial contractors. Making THAT transition was highly motivating.

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Kris Hughes — Tue, 31 Mar 2009 17:42:34 GMT

Lamb and Paul, We are made to sit and waste our time writing up performance objectives, and our own self assessments...submit them to our supervisors which then goes to a rating board which systematically and conveniently removes all numerical data that proves you are an outstanding employee...then they proceed to rate you as a three. In my first 7 years of service, I was given on the spot awards for my superior performance, I was given the meritorious civilian service award within my first year in the DOD. NOW, I am a "valued employee". This system has opened up doors for the good ol boy system to thrive and hire their buddies...I work very hard and have been a very loyal employee of the DoD for 9 years, in the same office and what thanks do I get for my superior performance? A RIF notice! Guys like you always have the same kind of answers...stop whining, you're lazy...give me a break. Lamb, grow up and smell the crap. It would seem that you are outnumbered. We can't ALL be wrong. You talk about vile and aggression?!? Hypocrite! YOU are the one who needs anger management. Charles' comments were far less insulting and aggressive than yours. Why don't you take your own advise? We sure could use a lot less good ol boys like yourself in this world.

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Lamb of DoD — Sat, 14 Mar 2009 12:07:27 GMT

Charles Eaddy

I would suggest anger management to help you control your rage, but the world would be a much better place without you. I have seen your type all 33 years and 8 agencies of my career. You are a malcontent slacker that produces nothing, complains about the pay, and hides behind the protection of the union when challenged to work. Thank you for pointing out that unions and "the Merit Protection System are legally instituted entities". There is a stroke of genius repartee on your part. How long did it take to figure that out. Please write back with the same anger and vile. With the luck of God, you will stroke out and the drain you place on the Government, US and this earth will end.

I pray you did not reproduce. If so, do us all a favor. After you get plow faced, as you probably do each night, load the family in the car and take a cruise up and down the highway at high speed. Envision me in each oncoming car, and, being the aggressive a**h*** you are, you can solve the problem. No more NSPS, no more unions, no more you, no more off spring that will be like you.

Don’t bother responding Charles Eaddy, E**S**** and die.

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Paul T. Munshower — Sun, 08 Mar 2009 10:10:18 GMT

No system is perfect. The underachievers under the old system got their raises if they worked or not. This system balances it out and pays the personnel that are in fact performing. Not just sitting their collecting a check!!!

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

OhMyGov! — Thu, 22 Jan 2009 19:23:31 GMT

A comment we received by email: I recently took a position that took me out of the GS system and into NSPS. What I learned is that even though the position I took was a GS-11 position when it converted to NSPS, it was considered a lateral move for me because my GS-9 pay was in the pay band. I went from not being a supervisor to being in charge of a Flight of 19 people. AFPC said it was a lateral move simply because my current pay was in the same pay band as the new position. That is CRAZY!! After much discussion, AFPC agreed that the position was mis-classified when it converted and we are changing it to the correct pay band. If they plan on keeping this stupid system, they need to look at a better way of figuring out salary when people take on higher levels of responsibility. If they can't do that, they need to change all of the NSPS folks back to the GS system. At least there, you could get promoted and got reasonable pay raises. Thanks for listening! Donna

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Charles Eaddy — Mon, 12 Jan 2009 02:01:07 GMT

Lamb of DoD: You sound remarkably like one of the "few" that's on the receiving end of the elusive "pot of money" that is earmarked for the chosen few and at the expense of the many. What make your comments sound ridiculously stupid is the fact that you know jack s--- about either my agency or other agencies outside your own? I will give you this much, what you say should be true, but, that’s only the theory and is not the practice where my agency is involved. Were you assigned to my agency, I would not put it pass you to make “suck-up” comments; which is what you would be remunerated for and not your true contribution. Management in disguise is what you impress me as being. That is not only cowardly, it is an affront to hard working employees, unlike you, and who know what the hell they are 1) talking about and 2) experience on a daily basis.

Before you go around taunting the benefits of the NSPS, why don’t you do your homework first? Both, unions and the Merit Protection System are legally instituted entities having interest in matters such as those described herein. Why castigate the victims of NSPS because you happen to have landed (by less than meritorious means as far as I can tell), in a job that seems to pay you for dissuading less fortunate employees from associating with or seeking assistance from duly enacted agencies that have interests in matters such as discrimination, biases, and plain stupidity in the case of my Directorate. Man, would I like to have a personal face-to-face conversation with you!!!

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

NSBS KO'd — Fri, 19 Dec 2008 20:08:00 GMT

Hey, Lamb of DoD, I dare you to write an objective for a TDE position. You can't do it. There is nothing to exceed.

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Alvin Jay — Fri, 19 Dec 2008 01:18:29 GMT

All of the skepticism is founded, the guy with faith doesn't understand. Want to know the truth about NSPS? Follow the money. No, not the money going to the "favored" ones. The money for our paychecks that in the past could only go toward a paycheck. Congress set it up that way. NSPS had nothing to do with performance, equity, flexibility, or any of the crap outlined in the federal register or the proponents of the system. It was ALL about gaining complete control over the civilian payroll dollars. Nowdays if the Colonel has a pet project, he can hold off on filling a handful of positions and squander our tax dollars on something other than an employee's paycheck going toward sustaining the defense of our nation. Does that sound like it should be illegal? Work under it a while and you'll be looking for someone to lynch.

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Patricia — Thu, 11 Dec 2008 19:03:07 GMT

Cronyism in the new NSPS system. I have been in this system as a DOD employee for the past 2 years, and I have witnessed overt cronyism concerning the creation of new job positions and placing individuals in those jobs with absolutely no competition, nor notice of the job creations. I will gladly add my experience to those trying to change or completely shut down this archiac system! Thank you!

re: NSPS surveys reveal excessive waste, identity loss, mistrust, racism, and unfair ratings

Lamb of DoD — Tue, 09 Dec 2008 04:11:05 GMT

Chuck and Charles,

Sounds like you are both new the concept of pay for performance. At least you have a 3 star with a bucket of money trying to make sure everyone is whole. I suggest the following:

-Stop espousing the union rhetoric regarding NSPS. That train has left the station and it didn’t work.

-Start working hard to satisfy the performance goals, objectives and elements. The idea of pay for performance is that you raise above your peers and get the largest pay increase and bonus possible.

After 10 years in a federal pay for performance environment my pay has increased exponentially and I am willing to bet yours will as well. I work hard each day, am accountable for my work and I have ownership. I see the rewards each year.

To hell with “collective bargaining” and “merit system protection”. There are shortages of mid level employees out there and the first year I am not taken care, I am off to a new agency. I was looking for a job when I got the one I have now and I will be looking for one when I leave. Never stoop looking. It is the only real power a federal employee can exercise.