| Comment Number: | OL-10502042 |
| Received: | 2/28/2005 5:50:52 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:
No indication has been made of what training managers will be given to evaluate employees and what safeguards will be implemented to ensure that favoritism and cronyism do not return to the federal workforce. Managers have had the means to withhold raises, punish under-performing employees, and shape their offices under the GS system, but failed to do so. How will the managers' skills be improved under NSPS to prove that they are capable of leading, of making difficult decisions, and doing hard work that they have shirked in the past under the GS system? Why should I have faith in managers under NSPS when they have failed to perform in the past? With the reduction of employee ability to combat the impact cronyism and favoristism under the NSPS coupled with an utter lack of description of how MANAGEMENT will be forced to improve, I fail to see how this will improve productivity for the federal workforce. While the current GS system encourages workers to share information and support one another knowing that it is in their best interest and assistance will have no punitive effect, the NSPS will encourage competition among employees that could actually hurt productivity. Why should anyone help a co-worker if offering help has the potential to reduce future raises? The potential to detrimentally impact morale and productivity has not been addressed. In short, the NSPS regulations are high in detail on how they will limit employee ability to counteract poor management, but low on detail as to how managers will be trained, how standards will be expressed, and how this will make people more productive.