| Comment Number: | EM-023081 |
| Received: | 3/15/2005 6:37:29 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, as my duty, I write as a citizan, I write as a taxpayer, I write as a civil service employee, I write as a patroit, I write, because it is my right. I "voice" my concerns about changes to work guidelines, laws, changes in Union representation. I speak within the Department of Defense (DoD). The changes I refer to is known as the National Security Personnel System (NSPS), and printed in the Federal Register on February 14, 2005. I have worked for DoD for years. I am concerned that these proposals seem to have a view of the employee without a voice. This Agency is partnered with contractors, military, Home Land Secruity. I proudly serve my country as a civilian within the DoD. We the people, of this Agency, pledged to defend our country, have sworn an oath, we will not strike, our country needs and depends on us, and most DoD employees work hard fulfilling that oath, through both commitment and mission. After reading and going through Subpart after Subpart, I find several areas that loom, one in particular, above other concerns. Appraisals; to have parady of the employees? Which, then, have influence with many other areas of new NSPS system. The apprasal changes the way workers are paid, evaluated, promoted, fired, scheduled, treated, in general, and in the way a grievences may be filed. Objective v. Subjective? Not all individuals that are managers necesserly have the compatamcy and/or personality traits to achieve the highest goals of Managers to Employees . NSPS may create an enviroement in which federal managers, supervisores, team leads, being human, may be influenced by favoritism, local gossip. tatling. Annual Pay Raises Under the General Schedule, employee pay is clear. It is funded by Congress, could not be revoked. NSPS seemingly removes this certainty. Can the employees feel confident that salarie and bonus will be funded in the future? Pay for Performance, the amount of a worker's salary will, as I read it, depend upon personal judgment of the manager.. Again, Objective v. Subjective. Will this system influence the team concept, curtail the flow of information? FEAR - Will an employee speak up with an idea, or speak out for unfair labor practices, harassment? Will workers see this as competation with one another for pay raises, teamwork? conflict among employees? Just asking. Have these problems among the individual employees, teams, groups been thought through as possiabiities of conflict as the NSPS is written, proposed? Best workers equals pay raise? Or, worker equals pay raise because the manange/supervisor has a more laid back personality and job critiera for the individual employee, than, say, the manager across the hall, perhaps doing same/similar work?. Therefore, the offered raise will be fair? Will be competitive? Where will be the 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? Could this be at the whim of a manager/supervisor? Civilian Deployment As I read, could the Federal employees be assigned anywhere in the world? Even into a war zone, with little or no notice? Again, is this so or did it not read correctly? America is at war. We are fighting for democracy abroad. Are we, the people, DoD employees being revoked of workers? basic rights? Will there be favioritism, abuse or fair equal parity on the job? Again, just asking? Have you, or commettees, or. or, or thought through what the NSPS may be about to do to the DoD workforce? Perhaps, a revisit to this proposal. Rules, guidelings, laws, with fairness, common sense. are a working tool to any great orginzation, great country. Again, just asking...... THANK YOU Sincerely,