Areas for Future Study Suggested

CRS said that even though the overall experience with NSPS led to a level of dissatisfaction high enough to cause its downfall, some elements of the program were viewed as positive by DoD officials. For example, the system allows DoD to offer higher starting salaries than are available under the GS system in order to help it land the best job candidates—although CRS said the effect hasn't been quantified in terms of performance of employees hired. CRS suggested that if any government-wide reforms are to feature pay for performance, a study should be performed of whether NSPS attracted and retained more effective government employees than other pay systems, and whether employees who did not receive successful performance ratings prompted them to resign at a higher rate. Congress also might want to order a study of the costs of carrying out various types of pay systems, it said.

 

Back | Published: September 8, 2010