CRS said that the size of the funding pool available for payouts is a primary consideration, since "if employees do not believe their performance will lead to a pay increase of a sizeable value, the system may not operate properly. Additionally, because employee performance may stay consistent from year to year while payouts vary, employees may fail to see a solid link between their performance and their pay increase." In addition, since pay bands have upper limits, employees who hit them may receive either no additional salary or may receive only a bonus that does not count toward retirement benefits. Employees who reach a cap "may have less financial incentive to maintain their work pace and effectiveness. Agencies with many employees at the pay cap may face higher rates of retirement, leading to both recruitment and retention concerns."