| Comment Number: | OL-10502364 |
| Received: | 3/1/2005 6:15:52 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:
Page 7576 Section 9901.102(d) Eligibility and Coverage: If NSPS is so wonderful, why aren't the SES's paid by it? Shouldn't our leaders lead by example? Page 7562 Monitoring Performance and Providing Feedback: This idea of replacing the culture of pay-for-longevity with pay-for-results-driven performance allows managers who finally gave hard working women a pay raise because they were out of excuses with a whole new set of excuses of why women don't meet their performance standards. Page 7564 Workforce Shaping Subpart F: NSPS allows DOD to RIF by line(s) of business, product line(s), organizational unit(s), and funding line(s) and will place all career employees in the same performance group. This enables DOD to save money by moving all workers approaching retirement age into a line of business, product line, organizational unit or funding line that is unproductive and using that logic RIF them with only 60 days notice even when that person was previously a high performer in another product line or organizational unit. This leaves a career government worker with no guarantees of receiving a retirement--just like some of the unethical commercial companies we have experienced in recent years. This flexibility is a new way of leaving high performers destitute when they approach retirement age. I was hired under one set of rules and am now being switched to a new game mid-career with the same supervisors that don't have to live with what they've generated. What political appointees don't realize is that FERS is already getting rid of motivated government employees and if they want to get rid of the CSRS employees all they have to do is offer early outs with no penalties and that would enable them to reach their quotas without re-writing the personnel system.