| Comment Number: | OL-10500936 |
| Received: | 2/22/2005 4:09:42 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:
What a joke that supervisors will be accountable and fair in the new system. Obviously no one involved has ever worked at Red River Army Depot in Texarkana Texas. Favoritism, retaliation and nepotism are rampant, especially in the Directorate for Information Management (DFIM). No amount of training will prevent the abuse this system will support, as evidenced by the multitude of training the chief of Information Systems Division has attended including all manner of supervisory training and leadership training including that in OLE. No amount of training has influenced our director or chief of ISD positively. They have always given promotions and awards based on personal friendships and favoritism and nothing has been done to stop this and nothing ever will. This new system is even more ripe for corruption than the old one and no amount of proposed oversight will prevent it. Their standard operating procedure is to give promotions, etc. to their personal friends and when the best qualified candidate files a complaint and wins, then it means nothing to the managers because they still always get what they wanted. Their friend keeps the promotion and the employee(s) who won the complaint get(s) upgraded which in turn props up the managers grade for managing more higher graded employees. The Commanders and their staff do nothing because they are just biding their time for the limited time they are here and then they move on leaving Red River Army Depot employees in the same hopeless position they have always been in. No one who can do something about this situation wants to take it on and rock the boat and bring about true fairness and equity in employment practices here at Red River Army Depot. ------------------------------------------------------------------------------------------------- How will supervisors be accountable for exercising their responsibilities under NSPS? The flexibilities proposed in the NSPS regulations bring with them an increased need for accountability. This includes employee accountability for performance, as well as supervisory and managerial accountability for the proper exercise of the authorities in NSPS. Extensive training will be given to supervisors and managers, with a focus on improving skills needed for effective performance management, such as setting clear expectations, communicating with employees, and linking individual expectations to the goals and objectives of the organization. Supervisors and managers will be held accountable for how effectively they use the tools provided by NSPS. They will also be subject to the pay and performance provisions of the system, and their pay will be affected by how well they perform their duties as supervisors and managers.