| Comment Number: | OL-10502054 |
| Received: | 2/28/2005 7:07:00 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:
It appears we are heading down the road to fix a program that isn't broken. The main problem is that management is broken. This new system does nothing to fix the management problem. Having worked in the federal system, as active duty military and civilian, for over 25 years now, I take exception to several reasons for the new system. I read a comment on performance not counting in a RIF. We just went through a RIF, and in the total points, our appraisals counted as points according to the rating. Higher the rating, the more points. So that is not a valid reason. I read that there is no pay for performance in the old system. Again, not true. I can be given an in-grade step increase, dollar award or time-off award if my supervisor feels my performance warrants. I also noted the complaint of lack of flexibility in assigning duties, as in the performance plan. Nothing stops you (as supervisor) from ammending an individuals performance plan. All it takes is justification and notifying the worker. Of course, you can't grade someone retroactively on a change. Over the years my observation that the shortcommings in the current system is in management's reluctance to use it. You can fire anyone if you use the system. You can hire anyone if you use the system. I know because I've done it. This new system does nothing to make managers better, rather gives them more authority to abuse. This system will take mediocre managers and make them more so, and more dangerous. While the existing system does have some inherent inflexibilities, they are offset by the protections provided. Management still holds most of the cards, but many managers refuse to use them. They don't want to cause any conflicts, or do the work necessary to make the workforce better. And then will sit and complain about how the system doesn't work. I think we are taking a giant step backwards. If this system is implemented as currently presented, we will be going through the process all over again in a few more years. That is, after whoever is getting promoted for this wonderful idea retires. Then the next whiz-kid will come up with a way to fix the system, back to the way it was, and get his/her promotion. I've observed this process played out several times now. Fixing some deficiencies in the current system is a much better goal than scraping it and implementing what I will believe will become all fed workers nightmare. I have seen several folks comment that they will be glad to leave federal employment once the system is implemented. I will wait and see, but fear they are correct. This system will force the better folks out and to contractors, where they will be hired back at a much higher cost to the government. But then again, contracting out seems to be the object of the drill. Again, I go back to my core argument that it is not the system that is broken, but our management.