Nsps 146 __top__ ⭐ 🔖

Multiple Government Accountability Office (GAO) reports and a 2008 University of Michigan study found that NSPS 146’s pay pool distribution resulted in statistically significant pay disparities by race, gender, and age. Younger, white male employees in certain commands received disproportionately higher performance payouts.

Employees were rated on both "Mission Accomplishment" (what they did) and "Leadership/Followership" (how they did it).

Instead of 15 GS grades with 10 steps each, NSPS used broad pay bands (e.g., Band 1 = GS 1-4, Band 2 = GS 5-8, etc.). This allowed managers to grant pay increases based on performance rather than automatic step increases. nsps 146

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Additionally, the transition to NSPS required significant changes in agency cultures and practices, which was not always easy. There were also concerns about the potential for politicization of personnel decisions, particularly in agencies involved in sensitive or controversial work. Instead of 15 GS grades with 10 steps

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The NSPS was created under the President's Management Agenda in 2003, with the goal of transforming the federal government's personnel management system to be more efficient, flexible, and performance-based. The NSPS aimed to provide agencies with more tools to manage their workforce effectively, focusing on performance, accountability, and employee development.

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