| Comment Number: | OL-10502759 |
| Received: | 3/2/2005 7:24:08 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:
9901.406a & 9901.406b In the DoD oftentimes the civilian worker is the subject matter expert and the active duty supervisor is rotated in for a year or two, just to give them a job on par with rank vs. experience or ability. This leads to problems when they come up with performance expectations. These could be things that are decided with no clear mission in mind, to achieve a short-run fit rep bullet for themselves, not knowing what to write but not admitting to it, personal convenience, and so forth.//////////////////////////////////////////////////////////////////////////////////////////////////////////////////// 9901.406c This is my biggest fear with the NSPS. Military Officers when serving as civilian supervisors may not have any guidance or output numbers to which they themselves are held accountable. I have never seen an officer get a bad fit-rep for anything. Worse case scenario is that they move the officer to another area. There is enormous room for abuse here. In the private sector managers have to do well in personnel management or they will fail and get fired. There is nothing to stop an officer from rating his best performer poorly just to spite him by bearing false appearances. We've worked for decades to avoid this type of stuff. DoD is having a tough time hiring and training junior people. What makes us think that Officers have any reason to develop these people. On the contrary I can see them using the hammer of the NSPS to use them up like paper plates to achieve fit rep bullets and long lunch breaks--and then PCS without a care and maybe another half stripe? Has this aspect of NSPS been carefully planned and what reporting accountability will commands have to make sure it is an honest vs. lip-service system? It's not the real world--there's no profit motive. My partner and I could quit tomorrow and there would be no negative implication for any military supervisor. In the private sector it might have a $250K impact and look really bad for a supervisor or cause a small business to fail. The military supervisor never loses sleep. Please look closely at this area.