| Comment Number: | OL-10500222 |
| Received: | 2/15/2005 3:42:24 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:
One of my concerns is identified on page 5 of the proposed regulations under "Benefits of Proposed NSPS". Such as a few of the following: Pay increases based on performance and/or contribution to mission sucess. Safeguards in regards to the performance appraisal process to promote fairness, transparency, and accountability. Quick Step Increases (QSI's) for performances of duties will probalby go away, at least it it's present format. My observation where I work, I've at least one employee receive a couple of QSI's for excellance in what ever the senior staff decided he did to get the QSI while the employee's "real" job when unaccomplished. Especically when thinks this employee was suppose to be "fixing" problems within the curiculum because it is his job, STILL the problems haven't been fixed. So what I am saying? Unless the DoD System sets down specific guidelines as to how these "awards or QSI's" are to be presented and monitored. There will always be room for a quistionable selection process. In my organization the 1st Line Supervisor of the civilian instructor(s) changes almost every year. Obviously this is due to the fact that the 1st Line Supervisor is a military member (E-7) or above. Even if the supervisor remains on station but moves to another position. It will require that a new supervisor take over. The merit system may or may not work so well if the supervisor isn't around long enough for him/her to get a feel of how each civilian does his/her job. This of course is a local management problem, but could be a contributing factor of those issues mentioned above.