| Comment Number: | OL-10501257 |
| Received: | 2/24/2005 12:48:48 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:
Section 9901 Throughout this entire document you see DOD will issue implementing issuances for the establishment and management of........just fill in the blank within the sections. The first and foremost concern with performance-based pay is first line supervision being allowed to affect someones career path. Where are the checks and balances? If you have more than one supervisor in a grading period it could spell disaster for the employee. The employee who is in a mixed environment will be at a disadvantage (ie civil service supervised by multiple military personnel). How can the military be allowed to effect a civilians career when they do not understand the system. How can the civil servant compete fairly with an employee that has had the same civil service supervisor for years? It looks like the good ole boy system is back in play. If the goal is to make the military and civil service sector transparent to each other and interchangable than you are on the right track. It is interesting to read that very little of the document concerns hiring practices which was the caveat to get this through Congress, but it will change classification, pay, performance management, RIF, adverse actions, appeals, labor relations and lastly hiring. It is a shame that everything the government is currently doing is being done under the national security umbrella. The money could be better spent than on revamping an entire personnel system when only the hiring practices were a problem. I find it interesting that the Navy uses the temporary hiring of employees very effectively, but the other services use term or other hiring avenues that require benefit payments. There were already quick ways to hire in place. They just simply are not being utilized effectively.