| Comment Number: | EM-017477 |
| Received: | 3/9/2005 4:58:17 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:
Subpart C Pay, Sections9901.301 to 9901.373 DOD employees pay for performance should guarantee that the percentages will be understood by all employees, and that our pay increase will be based on our performance and not if our supervisor likes or dislikes us due to our race, religion, or any other reason they may come up with. I feel this is what is going to be happening if this law is passed. Subpart D Performance Management-9901.401-9901.409 We as DOD employees need the right to appeal any performance rating to an independant commitee that we feel may have been given to us unfairly due to dislike from a supervisor. We sometimes can have more than one supervisor in a rating period and this can effect us down the road when a RIF or lay-off can affect us. Subpart F Workplace Shaping-9901.6012-9901.611 The current rules that give DOD employees credit for performance and service time for any RIF or lay-off should never be changed. This ensures loyalty to our employer. After all the years of service we should feel comfortable knowing every effort will be given when the possible loss of our job could happen. Subpart G Adverse Actions-9901.701-9901.801 The standards approved by the current courts should still be used to review either a major suspension or termination, where this will allow the proposed penalty to be reversed or altered if found to be unreasonable. Subpart I Labor-Management Relations-9901.901-9901.929 Our right to organize and engage in collective bargaining should never be compromised, there should never be a "company" dominated dispute board, we should always have the right to have both management and our union to settle our disputes between each other.