NSPS Discriminates - Find Out More about a Class Action Lawsuit

Would you like to take part in a class action discrimination lawsuit against NSPS?

In the near future, AFGE - the nation's union for Defense employees - will be posting an online survey to acquire information for use in a potential EEOC class action complaint.

NSPS continues to fail. The Defense Business Board's NSPS Task Group found NSPS to be seriously flawed:

  • The NSPS pay pool process is complex, lacks transparency and the payout formulas for salaries and bonuses are confusing;
  • The NSPS pay bands are too broad with limited promotion activities;
  • The implementation of NSPS has broken down the level of trust between supervisors and employees threatening to undermine the mission of DoD;
  • Those making below $60,000 have a negative net draw or "lost money;" and
  • The Task Group said NSPS could not be fixed and should be reconstructed from scratch.

AFGE, the union for DoD employees, is interested in the experience you have had with NSPS. This survey should take no longer than 10 minutes to complete. This survey should not be completed using government equipment, read during duty time or sent to others using government equipment.

Thank you for participating in our online survey. Your feedback is important.

Start the Survey



First Name Last Name



What is your home e-mail address?


What is your phone number?


What is your home mailing address?
Street Address


CityStateZip Code

Gender?






Are you over 40 years old?
Yes No

National Origin?


Do you have a disability?
 
Please identify the disability    

What branch of DoD are you in?
     
NSPS Details

2006








In 2006, I was a...





For the Performance year ending September 2006, indicate whether your rating official(s) timely discussed your performance in each job objective for midpoint counseling:

For the Performance year ending September of 2006, indicate whether your rating official(s) timely discussed your performance in each job objective for year-end feedback session:

For the Performance year ending September of 2006, indicate whether your rating official(s) timely discussed your performance in each job objective for reconsideration period:

2007

Were you covered under NSPS in 2007?
 






In 2007, I was a...





For the Performance year ending September 2007, indicate whether your rating official(s) timely discussed your performance in each job objective for midpoint counseling:

For the Performance year ending September of 2007, indicate whether your rating official(s) timely discussed your performance in each job objective for year-end feedback session:

For the Performance year ending September of 2007, indicate whether your rating official(s) timely discussed your performance in each job objective for reconsideration period:

2008

Were you covered under NSPS in 2008?
 






In 2008, I was a...





For the Performance year ending September 2008, indicate whether your rating official(s) timely discussed your performance in each job objective for midpoint counseling:

For the Performance year ending September of 2008, indicate whether your rating official(s) timely discussed your performance in each job objective for year-end feedback session:

For the Performance year ending September of 2008, indicate whether your rating official(s) timely discussed your performance in each job objective for reconsideration period:

2009

Were you covered under NSPS in 2009?
 






In 2009, I was a...





For the Performance year ending September 2009, indicate whether your rating official(s) timely discussed your performance in each job objective for midpoint counseling:

For the Performance year ending September of 2009, indicate whether your rating official(s) timely discussed your performance in each job objective for year-end feedback session:

For the Performance year ending September of 2009, indicate whether your rating official(s) timely discussed your performance in each job objective for reconsideration period:


Was there any particular performance criteria, such as "professional development," that has specifically (but improperly) factored into one of your total scores?
 

Do you believe you have been discriminated against under NSPS?  
Are you interested in being a member of a class complaint challenging NSPS?



Race National Origin Gender Age Disibility

(For the following questions, "similarly situated co-workers" is defined as working for the same relevant performance periods under the same chain of command, rating official, and pay pool)

Do you have specific evidence that similarly situate co-workers not belonging to your Gender, Race, Disability, or National Origin, have received higher performance ratings than you under NSPS?
 

Do you have specific evidence that similarly situated co-workers not belonging to your Gender, Race, Disability, or National Origin, have received higher performance bonuses (payout shares) than your under NSPS?
 

Do you have specific evidence that similarly situated co-workers not belonging to your Gender, Race, Disability, or National Origin, have received different performance bonuses than your under NSPS?
 


Have you been subjected to disciplinary action while under NSPS?
 
Final Step

Check all that apply:

Have you challenged:

Performance Ratings
 
Year

Venue


Bonuses (pay shares)
 
Year

Venue


Performance Objectives
 
Year

Venue






Type the word you see in the box