| Comment Number: | OL-10502055 |
| Received: | 2/28/2005 7:08:13 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:
Realizing that these comments may go on deaf ears, I must re-iterate and say that the "supposedly new" NSPS system is actually the old antiquated system that DOD used 15 years ago. I am quite sure that this NSPS initiative is what the DOD used for 40 years which our Secretary blamed for its own shortfalls in his recent statements. It has been resurrected with the notion that it is a new system! It is not new, nor was it effective. The cronyism aspect undermined the performance efforts of the efficient workers as I recall. Also, the performance rating system allowed trainees with little, or no, experience the opportunity to bump out their supervisors during a RIF. The personally liked employees would be given 20+ years towards their tenure! These issues are on an archived record with the Merit protection board. The so-called new system was an abusive system in the late 80's and early 90's as I recall. The system was also implemented under a "non teaming" environment at that time, which forced competition among co-workers. This agenda left hidden agendas, the coveting of knowledge, and "kiss up to the boss" actions. In retrospect, I recall the only lasting method for which performance was measured, was through a cronyism approach between management and the employee. The current system including the teaming initiative works well. If re-alignment, hiring, and meeting new World 21st century initiatives are on the agenda, then I would encourage the Secretary to take another long hard look at what the Department offers their potential candidates as opposed to their private industry counterparts. The notion of providing low entry pay, with limited employee rights as opposed to their private industry counterparts, with a mandate to travel worldwide, would not suit a highly qualified College graduate unless they were adversely affected in life due to an illness, disability, or were considered unemployable in private industry.