Comment Number: OL-10501345
Received: 2/24/2005 4:39:42 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:

This program was set up for the Department of Homeland Security, why should the DoD have to change when it has a very well established and fair program in place. I sign unto civil service after serving in the military for 22 years because civil service had a fair system with iron clad guarantees unlike the civilian sector. Now you want to change it, why should I stay. The benefits and current pay system are what attract workers to the civil service, changing it will result in loss of good personnel. There was no outreach to DoD members, the first we heard about the system was the notice that it was going to be implemented. There was no solicitation of ideas before hand. This new system will be exremely unfair to those who already are employed with the civil service and I believe that all current employees should be grandfathered. Pay and Pay Administration - The NSPS system will result in favoritism and discrimination. When a supervisor is the deciding factor for setting pay for newly hired or reappointed employees, that opens it up for the attitude that men should get more than women or that married personnel should get more than single personnel. So instead of having a set salary, with locality pay for all new hires, now you have someones opinion of what you should be getting. There is also no guarantee for loality pay, it will all be up to DoD. There is also no guarantee for uniform COLA raises each year like there is now with the congressionally mandated increases. Performance payouts - Favoritism will be unavoidable. Even if the supervisor is fair, their supervisor can change the rating. So if a supervisor doesn't like someone, or is the supervisor's boss doesn't like someone, you will not get a pay raise. And because there will be a "pool" those with the most power or those who want to gain favor with someone will get the most money for their pool. With the current GS system you know exactly when you will get a pay increase and can plan accordingly it is fair for every employee. Rating and rewarding performance - sounds good on paper but again favoritism rears its ugly head. You can be the hardest worker, but have rubbed someone wrong or complained about the wrong person and you will not receive a fair rating. There is no protection for those employees who will do the right thing and report abuse (whistle blowers) from retribution when it comes time for a pay raise. And to tie the rating of record into retention standings will not be fair to those individuals who have dedicated their lives to working for the DoD, longivity will mean little. I think this will actually hurt the DoD because now there will be no reason to be loyal to your employer. Based on pass performance allowing DoD to "adjust the rate ranges at it believes necessary" will mean that theeir will not be any pay increases or awards for employees. There is a system in place that has worked very well for years and that your employees are happy with, why mess with it? I am against this new system, it is unfair to all of us who are dedicated to protecting our country.