Teamwork and the National Security Personnel System
Abstract
With the implementation of the National Security Personnel System (NSPS), the Department of Defense (DoD) will abandon the General Schedule pay system for civilian employees in favor of a pay-for-performance system. Unlike the General Schedule, where compensation is based in part on length of service, NSPS enables supervisors to base compensation on individual performance. The rationale for this change is that linking pay to performance will improve individual performance and thereby improve organizational performance. However, concern exists that only rewarding individual performance may adversely impact teamwork, collaboration, and information sharing, which could ultimately impact organizational performance. This paper explores the importance of teamwork for organizational performance and the move to pay-for-performance systems in the private sector and the DoD. Literature from the private sector indicates that pay-for-performance systems can harm teamwork, suggesting that NSPS could negatively impact teamwork within the DoD. Recommendations are provided to ensure NSPS does not harm teamwork. Senior executives should establish teamwork as a core competency and require it to be used as a contributing factor in all NSPS job objectives. Managers and supervisors should develop, evaluate, and reward teamwork. Employees should take ownership for improving their teamwork and collaboration abilities.
Document Details
- Document Type
- Technical Report
- Publication Date
- Mar 18, 2007
- Accession Number
- ADA468480
Entities
People
- Michael B. Willoughby
Organizations
- United States Army War College