Comment Number: OL-10502857
Received: 3/3/2005 9:16:14 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:

Let me say that in some ways the NSPS could be good for the Civil Service. Pay for performance if it is fair and based on the employees abilities to do his or her job in an efficient manner, I am all for it. What it sounds like to me is an official GOOD OLE BOY SYSTEM. I am concerned that politics, (specifically the large defense contractors that my agency oversees, that continually complain about the employees not catering to their every whim) will play a part in not just our pay but discipline and other factors. When the contractor doesn't get their way and call our management or congressmen the stuff rolls down hill. If that happens if we (the civil servant) have to stand on the regulations and standards to do our job, (that from time to time does happen). If that relationship affects our pay, and we get disciplined for doing what is right and not what is good for the contractor, (just buying in to keep the process and the parts moving so they get paid the civil servants are the ones who are going to get it. A cut in pay, discipline removal, all the fairness will be gone and the supervisor who generally has no clue what my job entails will decide my or whoever else’s fate. Disciplinary action will no longer be reduced by ANYONE! If you are fired or suspended, those actions cannot be changed to a lower penalty." They apparently can be changed, but MSPB can no longer apply the Douglas Factors, and must find that the discipline is "wholly without justification," a very high hurdle. "Veterans preference, years of service and areas of consideration will no longer apply during a reduction-in-force." Those will still apply, but in different ways, which can harm employees. As I read it, those with veteran's preference will still be at the top of the retention register for their tenure group. The greatest concern could be in new options management will have for identifying areas of consideration; or "such other factors as the Secretary considers necessary and appropriate to rank employees within a particular retention list". As a DoD employee and as an American worker, are these changes are necessary to enhance National Security. Will the oath of allegiance to work for the Federal Government still mean to support and defend the Constitution of the United States? Even more important; who will take such an oath in the future. Wal-Mart, McDonalds and Dunkin Doughnut employees will have more rights, protections and job security than you, as a Federal employee. EVERYONE BECOMES A DEPLOYABLE ASSET. You can be assigned to perform work anywhere in the world, at any time; during peace or conflict; even if there is another qualified employee that has volunteered. You will have two choices; leave your families, friends and communities or quit your job as a Federal employee.