| Comment Number: | OL-10502972 |
| Received: | 3/3/2005 3:12:00 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:
Well, this administration has taken another system, this time the Civil Service System (CSS), (along with the Fair Labor Standards laws) that wasn't broken and has managed to do just about everything possible to destroy everything it took so many years to develope and perfect. The Civil Service System wasn't perfect but, it is perfect by comparison to the NSPS. The CSS could have used some improvements but, to dismantle it and try to replace it with this new system is rediculous. The many flaws in the NSPS is an indication that someone who knew very little about CSS and decided that change for the sake of change was a way to make their mark on society. Unjfortunately it will be a NEGATIVE mark if something isn't done to take the time to study it and make serious changes or scrap the whole project. The NSPS doesn't take into account how handycapped employees are to compete for promotion and pay under a pay banding system and a Pay for performance plan that is geared toward preferential treatment, favoritism, cronyism and with no checks and balances built in. The same is also true for those employees who are not handicapped. Under the old Civil service system there was already a pay for performance built into the system via the way appraisals were accomplished. Rewards for good work or no awards or a lesser reward (all based on performance) fit right in with the appraisal/employee evaluation.When step increases were due, a supervisor already had the power to withhold that increase if performance was below par. Checks and balances were built into the system to prevent, to the extent possible, favoritism etc. Good Faith Employee representation by our labor unions is being hampered and in most cases ignored by those who are heading up the NSPS. When issues that have a negative impact on the employee are raised by unions their voice and their concerns are not being considered or acted upon. It is strictly a Management is always right mentality and, from experience, I can assure you that Mgt. is not always right. The were born with the same flaws we were all born with. Employee protection rights ar diminished under the NSPS system and is a major concern. Retention rights in the case of a RIF is a major concern as well. Under the NSPS, an employee with over 20 years of service with a lesser performance evaluation than someone with say; 4 or 5 years service can be sent out the door to find a new job. It won't matter that the person with over 20 has a very good rating and is a conscientious, dedicated employee. The person with the better rating and very little service will keep his or her job. This impacts the employees retirement and, sends someone with valuable work knowledge and experience out the door in order to keep someone whose performance may only be slightly better. This is not the way to keep and treat a valued employee and, it sends a message to other potential employees that the Fed. Govt. may not be the best job option.