| Comment Number: | EM-023040 |
| Received: | 3/16/2005 8:47:04 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: Traditionally, GS employees have avoided the grievance procedure for fear of reprisal. I know a lot of people that would deny that, however, if you asked that same group why they would not file a grievance the answer would probably be ?I don?t want to be marked as a trouble maker.? The point being that GS employees don?t use the grievance process much. Example: I, for several years have had appraisals with total points in the 79 ? 81 range. I was asked to move to a new office to bring my experience and expertise to a newly formed office. My career field was changed and I helped set up new programs in the office. My supervisor at mid-term told me he was happy with my work and even thanked me for my efforts, but mentioned that I didn?t have a large leave balance. When appraisal time came I was dropped 1 point in each of the 9 appraisal elements the only explanation being that I didn?t have enough of a leave balance. I considered filing a grievance, but was discouraged by friends from doing so, because of the reprisal aspect ?You may gain a few points on your appraisal, but is it worth it?? I say all this to highlight 2 points. 1) NSPS is putting control of my pay in the hands of my supervisor, who may or may not have the required integrity to properly and fairly rate me and 2) the grievance procedure will no longer have an unbiased outside opinion as the final deciding authority. NSPS takes away the longevity pay raises that give me some sort of compensation for the experience I have gained but also leaves the potential for loss of my Cost of Living pay raise and for a ?golf buddy? of the boss and the bosses boss to move up even quicker than he did on the current civil service pay system. Most frightening is the fact that this system is to be implemented in the name of National Security. National Security is not in jeopardy because of a tried and true pay system, but rather because our management is ineffective at using the tools they have. Most of the people that work for the DoD are patriotic and do whatever is necessary to support the warfighter. If the current system were utilized correctly, dead wood could be removed, good performers could be rewarded with higher pay (QSIs/Promotions) and time off awards. Sincerely,