| Comment Number: | OL-10500004 |
| Received: | 2/14/2005 2:25:21 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:
This new systems is very political. The very documents to read are so confusing that it will take several lawyers months to understand. 1. Promotions are limited to funds of 15 percent of the people at a certain command. 10 percent will get raises and the rest will suffer, meaning that 85 percent will get no raises or promotions. This means that management will get all the funds and the employees will pay the price. How does this system reward employees who are superb but have leadership that is below-par. Who grades leadership/supervisors and managers? 2. Why won't bonuses and Cost of Living be added to baseline salary? Does this mean that if management spends the 15 percent of top performers than the rest of the workforce gets no Cost of Living? 3. Please publish a document in layman tems that the average governemnt employee can understand! 4. Why is Congress saying this systems might be good for the DoD but not other branches of government? 5. Why not apply this across the board - including Congress! 6. I want a better system to reward the excellent workers and fire the slackers; but not at the cost of giving managers all the controls. I see this a good old boy's club. If you are not liked, but produce, good bye bonus. If you are liked, and do medicore work, hello bonus. This system needs more checks and balances. You do not let the fox tend to the hen house. 7. The unions have been taken out of the picture. I wonder, who is next to be taken out of the picture - the employee. After reading this mind boggling document, it seems I would be better off working at Wal-Mart.