| Comment Number: | OL-10501180 |
| Received: | 2/24/2005 8:43:58 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:
Hiring is a meathod established by the system and not the employee! Surley a more stream lined system could be divised without completely re-arraigning the system. Outdated pay is a problem that has become prevailent thorugh time and will not be corrected by any actions taken by the system, supervisors, and or the employees! Confusing and inefficient disciplinary and appeals procedures are caused by confusing and inefficent regulations and procedures for handling these type situiations from the employee level to the command level! Simplify and enforce actions to correct and deal with infractions of the rules and then enforce the requirements as stated. Nothing in the present system prevents us from attracting, recruiting, compensating, rewarding, and manageing our employees, with the focus on performance, flexibality, and accountability of our employees except the plain fact the we make our requirements confusing, and in most cases take no recourse for an employee not meeting these simp-le goals. Pay increases based soley on performance is not a good idea because it gives superviors direct power ovewr the employee and will be used only to meet the needs, requirements, and desires of that supervisor and it will not all ways be soley in the interest fo the government and or the specific mission at hand. Im many cases the supervisor cannot set clear standards to the employee because too many times the supervisor will say "I dont know why but its the way it is and we will comply and do it" These same supervisors are presently given training and it does not solve the problem now, nor will it under another system. Surley more efficient, faster procedures for addressing disciplinary and performance problems, while protecting the employees due process rights, can be addressed and dealt with to the satisfaction of the situiation requirements without overhauling the present system to another that will gain no more satisfaction whild protecting the employees due process rights if he is to have any rights. The Merit System and Principles is nothing but a joke in the present system and will be nothing more under anyother system set forth! Its used as a tool for selection of promotion to a higher position and pay based soley on personal selection based on a reccomendation by the supervisor chain and usually based on a personal relationship wit/by someone in that chain and unfair in every respect! Do away with the Merit Promotion system in its entirety and no one in the system will miss it expect those who continually misuse it. Whistle blower protection will only set up a tattle tale situiation where its used soley to gain favor and monetary gain. Veterans Preferance Principles are at the very lowest and almost a thing of the past now. Not a factor anymore! Just a hassle to those vetrans who gave and gave to receive crumbs. Anti-descrimination laws are a fact as long as your dealing with people! Solution: Make laws that deal with the problem and enforce those laws! To change a whole system because there is insufficient laws to enforce is not an answer! Individual Leave and work scheadules: Individual leave should be considered a privilege gained through dedication and time which is the way of the present system! I dont feel that it can be improved on unless you intend to take it away and chaulk it up to employee due process.