| Comment Number: | EM-023245 |
| Received: | 3/16/2005 9:29:15 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: As I see performance ratings go down from exceptional to highly and fully due to a supervisor who does not believe anyone is better than average, even though we have set performance standards and have shown proof of exceeding thos e standards. As I have seen the awards split with his 'favorite' employees receiving well over $1,000 and the 'workers' receiving $300 to $450, the hand writing is on the wall. To give anyone person, especially one with such bias attitudes, the ability to control and alter the lives of many people is totally idiotic. The fact is, management has always had the ability to reprimand or 'get rid of' low performing workers, but didn't want to put forth the time or effort. As I near retirement age and watch the cost of living increase yearly, the thought of losing in-grade increases or cost of living increases scares me. If pay increases or awards are dependent on the supervisor I currnelty have, I am in big trouble. The fact that they could go to a high-5 instead of high-3 would cause a considerable cut in retirement monthly income. I have given many good years to the Government in hopes of someday retireing and living comfortably. I do not want to work forever, or retire and get a part time job to supplement my retirement. I don't feel that deployment should be a mandatory obligation. I feel this should be on a voluntary basis by persons with the ability to modify their responsibilities and be more mentally capable of performing their duty than someone that is forced to go with their mind on their responsibilities at hom.e Single parents with children to raise should not be forcibly deployed. Maybe NSPS would work if there was a group involved in deciding future increases or awards, but if it is limited to training the opinionated supervisors we currently have in charge; chaos, panic and disorder is on the horizon. I write to express my concerns about changes to work rules in the Department of Defense (DoD). The proposed regulations, known as the National Security Personnel System (NSPS), were printed in the Federal Register on February 14, 2005. This message will be sent to both DoD and my representatives in Congress. I have worked for DoD for years. I am angry that these proposals seem to treat the employees who help defend our country as the enemy. Most DoD employees work hard and are committed. I believe that mistreating the employees will hurt the agency?s mission. I am very upset by NSPS. This system will change the way workers are paid, evaluated, promoted, fired, scheduled, and treated. These rules would create a system in which federal managers are influenced by favoritism rather than serving the civil concerns of the American people. Annual Pay Raises Under the General Schedule and FWS, employee pay was clear. It was funded by Congress and could not be taken away. However, NSPS will take away this certainty. Salaries and bonuses are funded by DoD. In the past ? as recently as just last year ? DoD did not fund its awards program. Given the agency?s miserable record on this issue, how can employees feel confident that our salaries and bonuses will be funded in the future? ?Friend of the Supervisor? Pay System With the new patronage pay system, which DoD calls ?pay for performance,? the amount of a worker's salary will depend almost completely on the personal judgment of his or her manager. This system will force workers to compete with one another for pay raises, which will destroy teamwork, increase conflict among employees, and reward short-term outcomes. There is no guarantee that even the best workers will receive a pay raise or that the pay offered will be fair or competitive. This system will create a situation in which workers are in conflict with one another and afraid to speak out about harassment, violations of the law, and workplace safety problems. Furthermore, there will be no 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. This will make it extremely difficult for working parents to care for their children and family. It will also mean that abusive managers could harass employees with bad schedules or short notice. Overtime rotations can be canceled, which means that employees may not be able to plan adequately for childcare and other important responsibilities. Civilian Deployment Federal employees could be assigned anywhere in the world, even into a war zone, with little or no notice. I am proud to serve my country but I am also responsible for caring for my family and my personal obligations at home. We signed up for a civilian job. We did not enlist in the military. Today?s volunteer system works well. America is at war. We are fighting for democracy abroad. But the regulations are an attack on workers? basic rights. Furthermore, NSPS will divert the attention of defense workers from the soldiers? welfare to protecting themselves from abuse on the job. I urge you to force DoD to rethink this proposal. We need work rules that preserve fairness, serve the American people, and respect the rights of Defense Department workers. Sincerely,