| Comment Number: | OL-10501493 |
| Received: | 2/25/2005 12:59:16 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:
1. This proposed system severely erodes the DOD civilian's right to adequate bargaining by a labor union. This new performance system puts too much discretion in the hands of management. 2. The proposed system rewards individual competition instead of team performance. It does not guarantee that there will be sufficient money in a DOD activity's budget to adequately reward high performing teams. Instead, money must be withheld from one person to be given to another. The proposed system encourages back-stabbing, kissing-up, favoritism, and discrimination. Here is a metric to prove it: Ask whether there would be sufficient funding in a DOD activity's budget to provide 80% of the employees the MAXIMUM performance award. If the answer is NO, you don't have a win-win situation. While management believes it will be getting the best out of each individual, it will instead discourage teaming because of the lack of available performance funds to adequately reward performance. Instead of a team mentality that is synergistic, management will achieve an "every man for himself" mentality because management can't afford to reward the synergy. What you water, grows.