Comment Number: OL-10501103
Received: 2/23/2005 2:41:03 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:

This whole NSPS needs to be taken back and gone over again. As long as you have a human element involve you're going to have mistakes. If I'm working for a friend then of cores he's going to put me first regardless of my job performance. The good old boy system is alive and well here at Fort Knox. And this will only make it worse. Current system; You say the current pay system results in outstanding performers being paid the same as poor performer. Well you should not have POOR Performer, or should I say tolerate POOR Performer. That’s the problem, not them being paid the same. If you have a poor performer he or she needs to be counseled and if they don’t conform, then termination may be the next process. Why keep an employee that can’t or want cut it? DoD’s ability to act without delay to meet mission dose not need to manage from “total force” perspective. We are not in the Army. We are civilians that work for the government. This takes away some of our basic rights of freedom. Pay/Compensation I agree with moving towards market sensitive pay. We do need to keep up with the rest of the world or at lease the local area. Pay increases based on performance has some drawbacks. We have standards now; all this will do is set difference standards and not always higher ones. Pay based on longevity should stay in place. That keeps your turn-over rate down. Again I say that unacceptable performers should not be tolerated. Therefore you don’t have a problem. Performance Management Performance Management is basic in any origination. You have nothing any difference than we have now. Hiring Hiring is already tailored to DoD’s needs. If we need a tank mechanic, then one is hired. The bottom line is “Why try to fix something that’s not broken” Thank you for you time….