| Comment Number: | EM-022813 |
| Received: | 3/15/2005 2:39:26 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:
March 15, 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 a relatively short period of time. I had every intention of staying here until I retired but under the newly proposed personnel system I doubt this will be the case if the NSPS regulations are approved. Since starting four years ago I've worked for four different supervisors. Two of the four have been good - two have not. The poor supervisors had their own cronies in tow. I graduated #1 in the School of Business at the private university that I attended. One of our senior seminar classes dealt with a nationally know real estate organization and their new plan for reorganization. We discussed that one of the main reason for their failure was that they created an adversarial atmosphere between experienced and new brokers. Where has our common sense gone? What happens when the 50% of government eligible for retirement leave with all of their knowledge? How does that add to our national security? The NSPS system eliminates the positive learning environment where more experienced employees help train newer employees on Department of Defense practices, systems, protocols, and procedures. In the time I've been here I've seen many contractors attempt to be good workers under those same circumstances. The new person doesn't stand a change when the person with the knowledge is afraid of losing their livelihood. Learning the DOD curve is a big enough task but to have to do it without the support of those who have been here for 10, 20, or 30 years is a leap. I see some DoD employees who are in positions that they can't do but I don't think NSPS is the answer. How can you have committed employees that have no rights against the big machine of the US government? With 50% of the DoD workforce eligible for retirement within the next five years the NSPS plan doesn't seem to make sense. Don't we want the people who work within the government to working for something more than just their own bottom line? I'm including some of the form letter that I located because I agree with its meaning and I don't see a need to reinvent the wheel today. While a new personnel system may be a good idea, much more research and consideration should be given to the plan. Any plan that is adopted should at a minimum make more things better than they break. Since I don't believe NSPS does that I have to strongly oppose the plan. I hope you will to. I believe that mistreating the employees will hurt the agency?s mission. I am very upset by NSPS. This system will change the way workers are paid, evaluated, promoted, fired, scheduled, and treated. These rules would create a system in which federal managers are influenced by favoritism rather than serving the civil concerns of the American people. Annual Pay Raises Under the General Schedule and FWS, employee pay was clear. It was funded by Congress and could not be taken away. However, NSPS will take away this certainty. Salaries and bonuses are funded by DoD. In the past ? as recently as just last year ? DoD did not fund its awards program. Given the agency?s miserable record on this issue, how can employees feel confident that our salaries and bonuses will be funded in the future? ?Friend of the Supervisor? Pay System 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 personal judgment of his or her manager. This system will force workers to compete with one another for pay raises, which will destroy teamwork, increase conflict among employees, and reward short-term outcomes. There is no guarantee that even the best workers will receive a pay raise or that the pay offered will be fair or competitive. This system will create a situation in which workers are in conflict with one another and afraid to speak out about harassment, violations of the law, and workplace safety problems. Furthermore, there will be no impartial appeal system to assure that everyone is treated fairly. Schedules and Overtime NSPS will allow managers to schedule employees to work without sufficient advance notice of schedule changes. This will make it extremely difficult for working parents to care for their children and family. It will also mean that abusive managers could harass employees with bad schedules or short notice. Overtime rotations can be canceled, which means that employees may not be able to plan adequately for childcare and other important responsibilities. Civilian Deployment Federal employees could be assigned anywhere in the world, even into a war zone, with little or no notice. I am proud to serve my country but I am also responsible for caring for my family and my personal obligations at home. We signed up for a civilian job. We did not enlist in the military. Today?s volunteer system works well. America is at war. We are fighting for democracy abroad. But the regulations are an attack on workers? basic rights. Furthermore, NSPS will divert the attention of defense workers from the soldiers? welfare to protecting themselves from abuse on the job. I urge you to force DoD to rethink this proposal. We need work rules that preserve fairness, serve the American people, and respect the rights of Defense Department workers. Sincerely,