| Comment Number: | OL-10500854 |
| Received: | 2/22/2005 11:49:40 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:
I am a civil servant who has worked for DoD for almost 32 years. I agree that our current personnel system does not motivate exceptional performers because it gives no credit for superior performance. Everyone is rated equally and paid equally no matter how well or poorly one performs. Managers historically protect poor performers rather than taking the actions required to disclipline or remove them. However, I do not agree with all aspects of the proposed NSPS system. I understand the frustration management feels by the inflexibility of the current system and the need to keep pace with current world situations - however, WE ARE NOT MILITARY PERSONNEL. We did not sign up to a job that requires our commitment 24/7 and we did not agree to reassignment without choice or compensation. We do not receive the benefits that military personnel enjoy in recognition of their extraordinary commitments. Further, most of us are part of an aging workforce with extensive family commitments. We are caught between trying to care for our children and our aging parents. My life would be devastated by a management directed reassignment. I care for a bedridden mother and a teenage son. I can't afford to pay an outsider to care for my mother, and my teenager would be torn from the only schools, neighborhood and friends he has ever known. It would also be a financial catastrophe because my family depends on two incomes and there would be no guarantee my 48 year old husband would be able to find suitable employment at a new location. While management may need more flexibility, NSPS goes too far. It gives managment expanded rights without humanity or compassion for working level employee. Nor is there any reason to believe that management will suddenly change face and begin managing in a fair and consistent manner. The buddy system - the good ol' boy system - is still alive and well. The more power is granted to management, the greater the potential for injustice and favoritism. I entreat the proponents of this new personnel system to re-evaluate the potential impact of its implementation.