| Comment Number: | EM-023181 |
| Received: | 3/15/2005 4:34:12 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 am concerned about my future rights, retention and pay under the National Security Personnel System (NSPS). I have worked for DoD for 28 years. I believe I have performed consistently during my career. I have had mid to high ratings - the only difference being the supervisor I had at the time, and who the supervisor deemed deserved best ratings among his employees. The appraisals in the early 1980's became a part of your standing, in addition to seniority, in case of a Reduction in Force. Now, seniority is being thrown out and retention and total salary will be determined by your supervisor's subjective determination of performance. The GS system ensured fairness and did allow supervisors to reward their top performers with annual raises, quality step increases, time off awards, etc. Supervisors were also able to deny increases and to discipline and remove employees who were not performing under the GS system; however most did not want to take the effort to do it correctly. NSPS will punish everyone because DOD has not trained their supervisors to be supservisors in the past. Now they are going to be able to do that rapidly and also give them control of our entire pay with a system we have no firm details on? Along with taking away our right to grieve an unfair appraisal? Just a few years ago Teaming was the buzz word and we all went thru Hearts Training where employees leave the worksite and learn to rely on each other, bond, etc. The NSPS is the opposite of Teaming, it pitts employees against each other for their piece of the performance rating money. Pay for Performance sounds like the only way it should be; unfortunately even with the current checks and balances not all appraisals are based on performance. Supervisor opinion of the employee can play a part, dress, etc., but that does not have the negative impact that will in the future. You appraisal will determine your pay for the next year. One bad appraisal or being at the top of your pay band and no salary increase to offset taxes and health insurance premium hikes. Why can't NSPS retain the annual cost of living raises while it proves out the new appraisal system that supervisors are supposed to be trained and competent in so quickly. On civilian deployment, the DOD NSPS Myths and Facts are misleading. Yes today employees can be placed anywhere in the world, but there are bargaining agreements which utilize volunteers rather than involuntary assignments whereever possible. We did not join the military, we are civilian employees and would like to be treated as such. I see NSPS as degrading employee morale, encouraging the buddy system of rewards - who golfs with the boss will get a higher raise than someone who works hard that the supervisor rarely deals with. Sincerely,