| Comment Number: | EM-023190 |
| Received: | 3/16/2005 5:15:19 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:
Sirs / Madam's With respect I present my comments regarding the proposed NSPS regulations for review and consideration, * Pay for performance is good - improves productivity and morale * Multi tiered performance evaluation (i.e. unsatisfactory, satisfactory, outstanding) is good - improves and maintains productivity * Performance based monetary awards / rewards are good - supports improved morale and productivity, shows difference between satisfactory and outstanding performers. * Sick and Annual Leave Program does not change - good * Ability to grieve or contest performance appraisals not good - costly, unrealistic, mangers should have right to rate performance without fear of reprisal via negotiated grievance procedure, EEOC complaint, MSPB appeal, etc. * Union Stewart Official Time to represent, investigate and grieve not good - should have set amount of time for this i.e.10% of year based on 2088 hour year. Any additional time to be performed on union Stewart or union officers personal time. Prevents abuse, gets many Stewarts back to work to support workload they were hired to do, improves morale and productivity. Should not leave this issue up to local unions and commands. * Limit grievance procedure to one grievance or one step. Not second and third step grievances and settle any disputes after first step grievances through mandatory / binding alternate dispute (ADR) (neutral third party) - saves tax dollars, time - improves morale and productivity. * Wage employees should recieve locality pay as do GS employees - we all live in the same cities and homes and incur the same living expenses. * When new personnel are required - recruitments, hiring and reporting for work should all be completed in 30 days - takes 13 months for me to go through this process - totally inefficient. * Allow me as a manager to budget and offer a relocation allowance to wage employees to attract them to a remote work area. * Offer all managers and supervisors 100% education expenses, each and every year built into there budgets to improve skills, knowledge and ability - improve the efficiency of the organization and enables government to be ran better and competitively. * Performance Appraisals for poor performers where no improvement plan is required is good - improves morale and productivity and not one improvement plan I have ever given enabled a employee to become a good performer, personnel should be able to perform duties when selected, not trained after wards. * Employment probation should be two years not one. * Build in upper mobility ladders in more position descriptions, improves morale and productivity