| Comment Number: | OL-10501197 |
| Received: | 2/24/2005 9:14:03 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:
I would like to say that if this plan is supposedly designed to streamline the hiring process, make it easier to get rid of some of the poor performers and retain the high performers, it could all be done without affecting or redesigning everyones pay. You see, DOD could rewrite the hiring procedures, rewrite the promotion criteria and do all that without tying pay DIRECTLY to managment opinions. Also, with SENIORITY having virtually no importance in any decision made regarding any aspect that is a very dangerous situation. The older workforce will be forced out of employment at any cost. Also, there should always be AT LEAST an annual cost of living increase. This is typical in all private sector. Usually there is a minimum of a 2% raise, then based on performance it can be greater. With the current proposal there is not ever a gaurenteed raise of ANYTHING and I think that is tragic. The whole plan reeks of inconsistancies and is not well thought out. Here at DFAS 99% of our work is analytical; compiling numbers and forcasting budgets. It's very difficult to rate a person on any sort of production scale. There are too many unknowns, too many tiny little aspects of a certain report, or too much dependence on outside factors that affect ones job. This plan should not be implemented at all. If DOD wants to redesign the hiring practices and redesign the disciplinary rules and removal rules, do that. All the other items dealing with pay, RIF, and performance plans should be thrown out.