| Comment Number: | OL-10502147 |
| Received: | 3/1/2005 9:34:39 AM |
| 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:
As a former civil service employee with 35 years of federal service with 20+ of those years as a supervisor/manager I can honestly say that the current system is not perfect but it is not as bad as it is being depicted by those in support of a change. Let me just provide you with a few examples from my former command which will clearly demonstrate the system does allow management to recruit qualified individuals in a timely manner. Example 1 - My former command, Strategic Weapons Facility Pacific, filled a Security Management position (projected to be a GS-14) by hiring an active naval reserve officer at the GS-12, step 10 without an announcement. The action was accomplished in less than two weeks. The command had an in-house candidate with over 20 years of experience who is approaching retirement. Example 2 - My former command hired a former naval officer who left active duty due to a disability to fill a safety position at the GS-12, Step 1 again without any announcement. Action was completed in less than two weeks. Had several in-house candidates who were qualified for the position. Example 3 - Promoted a male candidate to a GS13 management position via the merit promotion process but left the announcement open for one day. There was no advanced warning of the announcement and one of the prime candidates (female) for the position was on travel when the offical announcement was open. She was unable to apply for the vacancy. The qualifications were also tailored to ensure the individual selected for the position was the only one who could qualify for the position. Example 4 - A WS11 (wage grade) employee was selected for a GS13 management position even though numerous other individuals at the GS12 had the necessary qualifications. Example 5 - Numerous other positions in the security/safety fields have been filled with the majority of those positions going to former naval personnel. The above examples clearly demonstrate that management can under the current system fill vacancies in a very short time frame and fill those positions with individuals they deem qualified irregardless of what is being stated today by opponents of the current system.