| Comment Number: | OL-10502202 |
| Received: | 3/1/2005 11:11:19 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:
Currently training is poor for new civil service managers. As someone who has played the new ball game by being willing to relocate, I feel I have not gained the skills to be more effective for my employees. This has been brought up to management's attention time and time again. Training as always is related to loss of dollars. Not only are training opportunties limited for management, but for employees who seek to better themselves. If we want to cross train elsewhere, we have to pay for it. Wouldn't it make sense for the government to approach an employee to learn a new skill with the promise of remaining in federal service for 5 to 7 years afterwards. Pay bands appears to be NAF, which I worked under for a year, and it was difficult to negotiate with hiring managers on salaries. Managers took a wait and see attitude. Many who wanted the lowest number and then but lost my eligibilty to apply for other civil service jobs as an internal candidate. Instead I was to apply as someone who'd never worked for the government before. As a manager, I sincerely appreciate the strong possibility of selecting the best candidates instead of being required to pick from a list of "status" candidates. Pay band will allow managers to award employees who excel and use innovation something I strongly encourage for employees. However, I would rather see the new system be given to all newly hired employees (including those under special status) and the rest of grandfathered in a system which uses both the old and new rules. Yet if this system is to be implemented, then it's best DOD puts the money in the areas where it needs to go. We are ripe on the curve where vast amount of civil service employees in DOD will be retiring during the next 5 to 7 years.