Comment Number: OL-10500872
Received: 2/22/2005 12:46:58 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:

1. Under Title XI, H.R. 1588-230, The Secretary and or the Director have the right to change the management system at any time. Does this mean our rights could be taken away from us without any formal descussion or at their whim? 2. Under System Requirements it states for public employment principles 'equil pay for equil work'. Our new system is 'pay for performance'. Does this mean that people being hired will recieve higher pays than those within the system? Or, will this new system hold back employees to promote new hires above them? 3. How will the new system insure employment involvement in design and implementation of the system, when the Secretary can change the system any time they want? 4. The system requires adeguate training of supervisors, managers, and employees, what is we do not have civilian supervisors or managers? Often I have seen that military officers could care less about the civilians. They do not have to be trained and they are not held to be accountable. Will they be forced to train civilians to be leaders or managers, or hold possitions for those to be retired to come back into civil service above their contempories? 5. We now know the training for civilians to progress is non-existant. Upper management does not want to give training to civilians to take on new possitions. The new regulation is to 'higher highly qualified people', which means at the expence of those already in. Training was considered to be last on the list to be solved, the system not has rules to handle this inbalance, which failed, and the new system managers don't care, is this new system only a way to hire more people at the top but ment to change nothing? 6. When I was in the military we had performance appraisels and in civil service we have performance appraisels. But when I worked in civilian industries we did not have performance appraisels. As the civil service downsizes and sections become smaller could not a supervisor or manager not remember who are performers or not? Promotions were given at any time by these industries and according to personnel needs that a man could support his family and with this security be able to perform better at his work. Why can't we train our supervisors and managers to be people orientated with respects to the mission he has to fulfill? Wouldn't this make better supervisors and managers? Thank you