The Gods on Olympus are in the process of rolling out a new pay system. Right now they’re in the phase of that process where they’re going all out to sell it as a step ahead and “in the best interests of the workforce.” That means lots of memos and meetings about what we can expect to get out of this new system. They’re trying to get employee buy in – acquiescence if not consensus. In my experience the only reason anyone ever does that is because some special expert on management theory has told them it’s important.
I’ve been on the job now just shy of 15 years. Most of that time I’ve worked under the old General Schedule, the pay tables that have racked and stacked bureaucrats since 1949. The General Schedule is dull stuff. Movement through the pay table is predictable based on your grade and years of service. For a hot minute in the late 2000s, I lurked a while under the National Security Personnel System before it faded away ingloriously as a massively expensive but failed program. Since then, I’ve again been a creature of the general schedule.
I’ve been around long enough to come to appreciate dull and predictable when it comes to how your pay is governed. Fancy new systems with layer upon layer of review, no transparency about how your final rating is arrived at, and no way to predict from year to year how much money might be available in the pot to pay out “performance bonuses” make me all kinds of nervous and jerky. Experience tells me that if the big bosses are trying to sell something this hard, it’s a good time to put my hand on my wallet so I can make sure their’s doesn’t get there first.