| Comment Number: | OL-10502654 |
| Received: | 3/2/2005 2:54:41 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:
The NSPS proposal is another way of "degrading" the government worker. I have been a federal worker for almost thirty four years. When I first became an employee, "outsiders" would be so impressed that I worked for the government. That gave you a sense of pride, but unfortunately numerous happenings in the last 34 years have changed. This NSPS proposal is another slap in the face of many workers that do take pride in their work and positions as federal workers. IF an employee is not working up to potential and/or expectations there are already several steps that can be taken, utilizing the merit system already in place. Managers should utilize these instead of giving a handful of higher ups the power to impose rules and regulations concerning ones pay and future employment. There are many employees already working for the federal and hopefully in the future that are not scientists and/or engineers, but are just as important for completing government missions and supporting the fleet. My opinion is leave the system alone and enforce rules and regulations already in place that have been workable for many years. I intend to write my representatives and voice my concerns for this latest "slap" in the face to federal workers. Just a few of my concerns regarding NSPS are: Subpart B - Classification 9901.201-231: these sections give no detail, only ideas that will be figured out later. This is unacceptable since there is only collaboration and no binding negotiations on these subjects. What if I were to conduct my duties in this manner? Subpart C-pay and Pay Admin 9901.301-334: even though total money for salary will remain the same thru 2008 there is no objective way of distribution. After 2008 the money may not even be there. By not adjusting the minimum rate in pay band DOD avoids having to pay a cost of living raise. Within a single payband there can be multiple pay levels depending on job series locality pay or local market supplement, which is supposed to be an adjustment for the cost of living in a particular area, will be used as a manipulative tool to pit different segments of the workforce against each other. This will cause significantly lower pay of technicians in an area where there are not already high paying complex electronics jobs in that area. This would reduce standard of living in those areas and produce less tax base and revenues and further depress these areas of our country. Locality pay can be withheld for performance, when it is a cost of living for the area, which has nothing to do with performance. 9901.343 Pay Reduction Based on Unacceptable Perform and/or Conduct: supervisor can reduce your pay by 10% at their whim on purely subjective material and opinions (such as not agreeing with the NSPS). 9901.353 Setting Pay Upon Promotion: it will be possible to get promoted but actually have a reduction in pay. 9901.354 Setting Pay Upon Reduction in Band: loss in pay or grade is no longer an adverse action. 9901.511 Appointing Authorities: will create new positions and appointments for DOD. Would allow supervisor to intentionally give low rating to a good performer to reward a non-performer friend with additional pay points. If this is appealed and won by good performer it wouldn't change their payout. Subpart F - Workforce Shaping 9901.601 Purpose and Applicability: this gives the Secretary of Defense the authority to change anything he wnats, whenever he wants with no accountability. Subpart I - Labor Management Relations: 9901.905 Impact on Existing Agreements: current negotiated agreements will be null and void if they disagree with any part of the regulations or any part yest to be published, guidance or implantations requirements from DOD. 9901.914 Representation Rights and Duties: doing away with employee's rights to have union rep when discussing personnel policies, working conditions, organizational practices. etc. These are just a few of the NSPS that I disagree