Comment Number: OL-10501109
Received: 2/23/2005 3:26:26 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:

Reference Para 9901.910(b) - Management Rights. Management has the right to determine the tour of duty and assign employees to meet any operational demand and to take whatever other actions may be necesary to carry out the Department's mission. For single parents with established schedules that rely on flextime or are not mobile enough to move at a moment's notice at the discretion of the "Department" because there is a need overseas seems very extreme and leaves good employee's with family responsibilities little or no choice when it comes to work schedules or deployments. The rules are vague and make it look like the employee has no choice in where they live and the hours they work while trying to support their family if they are employed by the "Department." Lastly, pay for performance - how can the Department pay all of their great performing employees what they are worth? The pay pool is only so big, what we end up with is quotas and only the greatest share in the wealth while the strong and consistent performers suffer. The number of poor performers are few, they were weeded out long ago during the RIFs and BRACs. Those that are here today are here because they want to serve the soldier, not because of the pay. I'm on a team of 30. All are hard charging and dedicated to their job but not can all receive an excellent rating with an award every year, there just isn't enough money to go around to dispense it to those who really are deserving. All we're doing is forcing a quota system like we had for Merit Pay. The ratings will be based on the pot of money available, it's all we can afford to do.