| Comment Number: | OL-10502989 |
| Received: | 3/3/2005 4:04:37 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:
Where’s the meat? You state the why and the when, but the who, HOW and where are missing. All that I see is “proposed” evaluation system and “future document.” In order to respond intelligently on the specificity of NSPS, it obviously has to be provided? Where’s the “nuts and bolts” to this thing. It seems that you guys are stating that “here’s what will happen” but you haven’t figured it out from the bottom up yet. Where are the performance based matrices and evaluation criteria? It seems like a sales pitch for something VERY undefined. The purpose and the overall expectations are repeated over and over, but specificity is severely lacking. I am not opposed to change if I can see the details and benefits of the changes. I haven't seen it yet for NSPS in the "DRAFT" documents provided, so at best I'm VERY skeptical and undecided. I want to see specifically how employees will be evaluated and how the evaluation affects pay. What is the rating system and how will it be applied? Show me the details and forget the political sales pitch. What about those workers that are due a WIGI the very month that NSPS goes into effect? Will they still receive it? Hell, I cannot even award performance to my best workers now with a QSI because my organization didn’t even receive our allocated budget for FY05 for pay dollars (awards limited to 1.5% of total pay dollars allocated). Give me a break…yeah, yeah, yeah, I know “the check’s in the mail, I love you and I promise not to….” Money talks and BS walks! And this seems like BS to me. Define the parameters and state the task and purpose with SPECIFICITY, not a bunch of political mumbo-jumbo, supposition and conjecture! Do your jobs and iron this out BEFORE it goes into effect, not after when employees will inevitably be hurt because of a RUSH to implement a system that has not been crtically thought through to its end state and long term personnel effects on the mission!