| Comment Number: | OL-10500942 |
| Received: | 2/22/2005 4:28:18 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:
My comments are in regards to Subpart F, Workforce Shaping. DOD states that it needs a new personnel system in order to shape the future workforce. It is true that 60 percent of the federal civilian workforce is 45 or older. They also argue that it is too hard to hire the best and brightest because it takes too long. And their third argument is that they need a nimble, flexible workforce to send anywhere in the world in a moment's notice. I would argue that DOD is its own worst enemy in hiring. They have an automated system now so that in the resume of potential employees, chooses applicants according to key words plugged in by management officials. If new applicants don't know the key words, it is impossible for them to be considered. DOD has the ability to hire temps and terms for short durations of up to four years but consistently refuse to then make these employees permanent. They hire summer students. They have a mentor program. All these things they don't use now. Why would they fully utilize a new system. My solution is for them to learn to use the current system. Regarding moving employees anywhere in the world at a moment's notice: this concept will not attract new employees in any great numbers. If the best and brightest want to be mobilized they'll join the military, put on a uniform and earn veteran's rights. No employee who has a family, a mortgage, and community commitments is going to sign up for something this bizzare. It is too extreme. I suggest they drop this requirement altogether. In fact, I suggest they drop the whole personnel system and start over. This time they should obey congress' intent and the law instead of re-writing it trying to make federal civilian employees into another backdoor draft.