Comment Number: OL-10501233
Received: 2/24/2005 11:37:03 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:

Labor Relations: How will NSPS and BRAC specifically interface? How will the new Pentagon NSPS personnel system interface with the BRAC in regard to the standard familiar labor based interrelationships of merit system seniority, years of service, age discrimination, veteran's rights, priority placement, performance evaluations, reassignments, possible early retirements and who can stay employed type issues. In the scenario of the new NSPS, who can stay, face reassignment out of state or in state, or fired if there is a BRAC or partial BRAC reorganization of the various DOD installations? Can the current administrations in Washington or at local installations down to an immediate supervisor level handle a possible BRAC situation with the new NSPS system? I do not think DOD planners have addressed some or all of these issues. In a related manner, I specifically envision some managers already setting the stage, getting ready in anticipation of liberal guidance toward possible subjective favoritism. I can imagine unfair current and future performance evaluation practices by taking advantage of the new NSPS system making their own subjective interpretations to get rid of whom they do not want around so when the NSPS system hits they have already set a precedent of unfair evaluations and will use this in a possible BRAC. Overall, it may still be a blind spot as to how NSPS and BRAC will interrelate per labor relationship elements. Perhaps this subject can undergo debate or at least consideration by policy makers to re-look the NSPS train and BRAC locomotive coming down the line at each other at the same time. Both the NSPS and BRAC need to cooperate on the same track without derailing each other with many possible victims on the train. The early warning signs of a Tsunami are roiling waters.