| Comment Number: | OL-10501030 |
| Received: | 2/23/2005 9:53:44 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:
Page 12 - Performance Management- Section D- Setting and Communicating Performance Expectations. Reference Sentences "Supervisors must establish performance expectations and must involve employees in the planning process for performance expectations. IN the Lieu of the word "must", Please Change the word must to " Shall". Please change the wording to" Supervisors and Employees shall work together to arrive at an joint aggrement on a reasonable workload that the employee has the capability, skills and time to accomplish in a defined period of time such as one years work audit assignment goals. In the interests of fairness and human rights and dignity, NO DOD civilian employee shall be Forced / Coerced / Diciplined into handling a workload, or traveling to any geographic areas that are beyond their capability, skills. medical conditions and stress levels, to accomplish. the DOD Civ Employee shall have full union representation and weingarten rights to protect their interests and job security at all times. In addition, At least once per year, Supervisors and Employees shall come to negotiated agreement on the performance levels required to earn yearly monetary raises, locality pay increases and other monetary rewards. etc. the Supervisor and employee shall come to joint agreement and jointly develop clear standards to define these levels and the employee shall have the right to have written performance goals that are acheivable and reasonable based on the employees skill level. The NSPS system should be a clearly defined and fair system that shall Eliminate any appearance or actual instances of favoritism or nepotism or retaliation actions by supervisors, against employees in regards to earning pay raises and rewards. Simply stated, for example, a aupervisor and employee shall come to a joint agreement about accomplishing a defined number of work products per year of a reasonable quality standard knowing that everyone makes mistakes and everyone has health and family problems which may require time off for personal and sick leave purposes. ----------------------------- Section subpart G- Adverse actions- Add- NO permanent DOD civilian employee shall ever be terminated from government employment. If any employee can no longer handle a certain job position within the agreed upon performance requirements, the employee shall be retrained and provided another position with equal pay in the same organization if possible and same commuting area. If no bonafide positions are available within those parameters, the employee shall be offered reasonable employment that they are capable of handling at another government agency with similar pay and benefits. ----------------- SECTION 18- wgi Buyout- Sprial 2 DOD Civ employees shall be shifted to the next higher step increase upon conversion. For instance a gs-11 step 8, shall be converted to a PAY Band that equals a GS-11 Step 9 upon conversion. ------------------------------ Section 7- Management rights- Add that all Management rights are subject to National union review and appeal. --------------------------------- Thank you, god bless our troops and we look forward to working with SECDEF and Congress on NSPS rules that protect employee jobs and benefits and most of all protect DoD civ employees dignity and health. DOD Civilian lifetime Job security in number one priority. Please write the final NSPS rules with that one priority in mind as a key foundation of the NSPS system.