| Comment Number: | OL-10500546 |
| Received: | 2/17/2005 5:47:25 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:
Performance Management: The new system will provide annual performance pay increases based on so call OUTSTANDING PERFORMERS the problem with this is that Supervisors most likely will use this to reward thier PETS with big salary increased, because they like these folks and not because they are outstanding performers. This new system gives Supervisors too much power over an employees SALARY. If a Supervisor does not like an employee (for what ever reason), the supervisor can keep an employee at a low pay band, based on personalities not on performance. Supervisors are human and most love to have their egos cater too. The Brown Nosers will be working SUPER OVERTIME to get pay increases. This is an on going problem TODAY. Employees who are the "Pets" get promoted over employees that have the knowledge and skill. The PETS get to work comp. time when they feel like it. The PETS get excellent appraisals not based on their job performance but based on the fact that they are the Supervisors PETS. QUESTION: How will supervisors be accountable for exercising thier responsibility under NSPS? Your briefing states that supervisors will be held accountable for how effectively they use the TOOLS prvided by NSPS. HELD accountable by WHOM? HOW is this going to be regulated? HOW is this going to be monitor? I see a major moral problem in the workforce if the Supervisors have the power to affect employees pay. This will be a night mare for honest hard working employees who are not the Boss's Pets. NEPOTISM will be HUGE. Supervisors will be hiring their relatives, friends, church members, lovers over qualify applicants. I agree some of our hiring and firing practices are antiquated and need to be reform. Today, at work I see lazy people all day long and lazy supervisors who do nothing about their performance. But why not just change those rules and leave the pay where it is today? If you want to reward outstanding performers that could still be done by pay increases or awards. I feel sorry for employees who have 20/25 years and have to stay in DOD. I feel that the new changes will have a negative impact on a lot of good hard working employees who do not know how or dislike to BROWN NOSE the BOSS. Dedicated hard working employees will not see pay increases. What rights will they have? How are complaints going to be address? Perhaps this new Personnel system should offer DOD employee class on how to BROWN Nose the BOSS.