| Comment Number: | EM-022879 |
| Received: | 3/17/2005 12:03:03 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 16, 2005 DoD NSPS Comments , DoD NSPS Comments: After thirty-six plus years of government, it amazes me how little the highest levels of this administration know about the management of government employees, and the difference between government and the private sector. Throughout my career, only about half of the supervisors I worked for were competent. Most of the others were eventually replaced, but not until they did significant damage to their workers. Many annual appraisals were based on golf course gossip, and promotions were made in the pro shop. Now under the new rules, these will be the the accepted norms. In the private sector, companies try to make a profit; in government, the goal is a higher budget. Profits are good for the economy; however, high government budgets are bad. (In all my years, I never heard of a government supervisor wishing for a lower budget.) Since outstanding government employees have the ability to lower costs through their efficiencies, hence lowering their budget, why should their supervisors keep them? Unless there are specific guidelines as to what exactly is expected of government employees, and a workable and fair vehicle for employee appeals, this system is doomed to failure. In closing, let me say I'm just glad to be retired! Sincerely,