| Comment Number: | EM-017577 |
| Received: | 3/11/2005 11:56:09 AM |
| 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:
March 11, 2005 DoD NSPS Comments , DoD NSPS Comments: Classification: Subpart B 9901.201 t0 231 Job descriptions (By HR) have already been written, as comlpexed as they are, NSPS will do nothing to simplify this process and provide a specialized work force. The work force will be generic at it's best. No specialized nothing. Unions have never had the opportunity to have their voice heard when it came to Job classication. You would think brain storming with the union would be a great advantage in providing a better understanding of the wide range of duties a person would undertake. In turn this would eliminate un-necessary grevences set upon management. But now, you're out to strip the rights of all individuals, not just the unions...but all who work for the DOD. This whole concept of change has nothing to do with National Security, but to cover up the blunders of mistakes made by the current and past administrations! Pay & Pay Administration & Performance Mgmt Subpart C 9901.301 to .373 Performance has alway been set on getting permoted or not, or getting an award....etc. NSPS is not required for this. The pay pools administered by the Dept of the Army level, will never ensure the monies will trickle down to the working level. You and I know that it's going to be the "Good Ole Boys " that will be rewarded, thus, the end result will be "Mission failure". This new system will not enhance productivity, but only make it a "Cut Throat" place of employment. And who will suffer....? The Green Suiter! We have not seen adequate details about this. What scares many (if not all) is that, implementation of something that is not shown to work and is forced on a work force of this size, can have a serious effects on the National Security. Than, you'll have yourselves to blame, for not listening to the true experts........the American public. DOD has always made federal employees "Red Headed" step children, looking for a way to kick'em to the way side, for doing a good job, but at the same time say it's trying to "save money". Instead, why don't we go after those counties that owe us money, and start recoupng US dollars. There's countries that owe the U.S. billions but yet, you want to implement something that will cause harm to those that are dedicated employees. Why mess with something that works? All your going to do is "De-moralizing the work force you currently have. Staffing & Employment & Workforce Shaping Subpart E, 9901.501 to 516 Why should anyone go through another probational period upon getting promoted to another position. Three years is long enough (actually to long) when one first gets onboard. I dis-approve of this action, getting promoted shows you already have the skills to do the job in question, having to go through a probational period is unacceptable. And wanting to hire "Non-Citizens" into the DOD is asking to have National Security compromised. Veteran's Preference should "Always" be retained and never reduced. One became a Vet because of giving to this country, or his life. Remember that! Veteran's preference and Seniority when it comes ratings period, will be based solely on one persons opinion of the individual their rating, which, came be very subjective. Somewhere the DOD has lost the definition of Military and Civilians. I was hired as a civilian... not to be deployed on a whim. I've done my tours, both as Military and as a civilian who's volunteered. Adverse Action: Subpart G. 9901.701 to 721 Having the DOD be the Judge, prosecuter, and jury leaves no neutral party to review. Current system should remain unchanged. There's very little metioned about MRO (Mandatory Removal Offenses), we already have "Table of Penalties" which decides type and duration of punishment. With NSPS, you're destroying all due process and fairness that all employees are entitled to. Congress mandated all employees be treated fairly, afford the protection of due-process but yet, your proposal strips away all of that. "Fraud Waste and Abuse " is so abundant at highest level of Government, trying to implement NSPS is another waste of tax payers money. This will cost $350-$500M (maybe more) to implement, and yet there's no "Up Armor Kit" money available for the soliders in the field. Go figure. Labor Mgmt Relations: Subpart I 9901.901 to 929 When it comes to bargaining, A "one stop shop" does not fit the bill. There's always going to be local issues that need to be delt with. The NSPS eliminates all of this. What happen to fairness? we as employees have the right to bargain. From the Washington Post: "The department will set up an in-house labor relations board to deal with unions, set policy and settle disputes. The three-person board basically will replace the Federal Labor Relations Authority, an independent agency that handles labor disputes from across government. The department also will create a three-person review panel to hear cases of employees charged with a "mandatory removal offense." The offenses, which require immediate firing, have not been spelled out." Allot needs to be spelled out and it's not, but yet, you're going to implement something agaist the will of the people. All this says is that Mgmt. will have the upper hand when it comes to an un-settled agreement, with kick backs going to the 3 pannel/review member board. I cannot remember where an arbitrated grievance or negotiated agreement had a hindrance to the soldier in the field. Unions have the right to bargain! Investigory examination placed upon me or someone else, would require Union representation, not a court appointed third party individual who could care less. Your proposals are unacceptable and without merit and should be eliminated. DOD is not above the law and neither is Secretary Dumbsfeld. Sincerely,