Comment Number: EM-022821
Received: 3/16/2005 1:57:47 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:

The following is and excerpt of what is being sent by management: MYTH Seniority and veterans' preference will no longer count in the event of a reduction in force (RIF). FACT Not true. Veterans' preference eligible are still retained over employees without veterans' preference in RIF. Also, seniority continues to be a factor in RIF. However, because NSPS is a performance-based system, the proposed regulations give greater weight to performance in RIF retention by placing performance ahead of length of service. Employees competing for retention under RIF who have the same performance ratings will be retained based on length of service. I feel this is totally wrong in the case of a RIF. As with any job you will have up years and down years. You can not expect a person to be an over achiever every year during his/her career. This is impossible for anyone to achieve and not a real expectation in any job market. With performance in place and not seniority it could be use to let people go that are nearing retirement age so that DOD does not pay any retirement. I have worked in the private sector and seniority is used for job advancement this is what we should be doing. Instead of if you were a E9 or O5 or Palace Acquired getting the job. This has been and will be a problem with Civil Service and now especially with NSPS rules. There is no congressional over site so this is now going to run rampage for all jobs promotion in the new system. Oh you can say it doesn't happen until you are in the systems and hire in and than you see what really goes on. Anyone not at least a E8, O5, or Palace Acquired you are not getting promoted (at least in the Command of AETC). Lets fix the system now and use seniority for any RIF and job advancement and use job performance as a tie breaker!