| Comment Number: | EM-001337 |
| Received: | 2/28/2005 6:26:49 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
February 28, 2005 DoD NSPS Comments , DoD NSPS Comments: I write to express my concerns about changes to work rules in the Department of Defense (DoD). The proposed regulations, known as the National Security Personnel System (NSPS), were printed in the Federal Register on February 14, 2005. This message will be sent to both DoD and my representatives in Congress. I have worked for DoD for 26 years. I am angry that these proposals were not implimented 10 years agoy. Most DoD employees work hard and are committed. I believe that treating the non-productive employee with automatic raises has hurt the agency?s mission. I personally think this system is in parity with our counterparts in the civilian work force, your changing the way workers are paid, evaluated, promoted, scheduled, and treated is all for the best of the agencies mission . These rules would create a system in which federal managers are influenced by performance of thier workers, rather than serving the civil concerns of the American people. With the new patronage pay system, which DoD calls ?pay for performance,? the amount of a worker's salary will depend almost completely on the judgment his or her manager. This system will force workers to compete with one another for pay raises, which will not destroy teamwork, but increase self -esteem among employees, and not reward the workers that are riding on the shirt tails of co-workers. There is no guarantee that even the incompetant workers will receive a pay raise or that the pay offered will be fair or competitive. This system will create a situation in which the workers will be accountable for their work they perform and the performers will be able to speak out about the non-performers. The managers and supervisors have tools to check performers work and non-performers work, 99 9/10 of managers are more than fair in assessing workers performance. Sincerely,