| Comment Number: | OL-10503170 |
| Received: | 3/4/2005 10:15:08 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:
RECRUIT/RETAIN: iF YOU ARE TRYING TO RECUIT/RETAIN EMPLOYEES, WOULD IT NOT MAKE MORE SENSE AND COST LESS, TO JUST REDUCE THE PAY DIFFERENCE BETWEEN THE PRIVATE SECTOR AND THE DOD? EACH AND EVERY YEAR THE GAP WIDEN'S, SO WHY WOULD ANY PROFESSIONAL WANT TO WORK FOR THE DOD, WHEN THEY COULD MAKE MORE IN THE PRIVATE SECTOR. PERFORMANCE BASED: LOOK AT ALL OF THE PROBLEMS YOU HAVE NOW OVER THE WAY EMPLOYEE'S ARE RATED, AND YOU ARE NOW GOING TO GIVE MANAGEMENT EVEN GREATER AUTHORITY, AND THE EMPLOYEE LESS TO SAY. THERE IS STILL WAY TO MUCH OF THE BUDDY SYSTEM BEING EXERCISED NOW IN REGARDS TO THE WAY MANAGEMENTS FEELS ABOUT EMPLOYEE'S AND THEIR APPRAISALS. EMPLOYEE'S HAVE ASKED HOW TO OBTAIN THE RESULTS NEEDED TO GET A OUTSTANDING SUPERIOR APPRAISAL, AND THE SUPERVISOR IS UNABLE TO INSTRUCT THEM OF THE NECESSARY REQUIREMENTS, AS A MATTER FOR THE RECORD MOST (SUPERVISOR'S/MANAGER'S) WILL STATE THAT IN "MY OPINION THIS SHOULD BE THE EMPLOYEE'S RATING", THEY HAVE NOTHING TO SUPPORT IT OTHER THAN "IN MY OPINION. THIS NEW SYSTEM WILL JUST MAKES THINGS WORST. THE MAJOR DIFFERENCE IS THE OLD SYSTEM REQUIRES MORE DOCUMENTATION, THAN THE NEW. SUPERVISOR/MANAGER SUPPOSELY NEED DOCUMENTATION IN ORDER TO GIVE EMPLOYEE'S A OUTSTANDING SUPERIOR APPRAISIAL, BUT DON'T. THEY ARE REQUIRED TO SHOW WHERE THEY HAVE HELPED AND/OR COUNCIL LOW PERFORMANCE, BUT THEY DON'T, SO WHY SHOULD WE BELIEVE THE NEW SYSTEM WILL WORK BETTER. BETTER FOR WHO CERTAINLY NOT FOR THE EMPLOYEE. ACCORDING TO TH EFEDERAL REGISTER/VOL 70, NO.29/ PROPOSED RULES IT STATES ON PAGE 7553, THE CURRENT LABOR SYSTEM ENCOURAGESA DISPUTE-ORIENTED, ADVERSARIAL RELATIONSHIP BETWEEN MANAGEMENT AND LABOR. IF THE NEW SYSTEM IS ADOPTED THERE IS NO DOUBT THAT THIS SAME THING WILL HAPPEN IF NOT GET WORST, JUST BASED ON THE FACT THAT THE NEW SYSTEM WILL ALLOW SUPERVISOR (MANAGEMENT) TO STOP PAY RAISES AND/OR PROMOTIONS WITH LESS DOCUMENTATION. THE OLD SYSTEMS IS SUPPOSED TO REWARD PERFORMANCE, BUT IT DOESN'T, SO WHY SHOULD ANYONE BELIEVE THAT THE NEW SYSTEM WILL REWARD PERFORMANCE, YOU WILL STILL HAVE THE SAME PEOPLE GIVING OUT THE APPRAISALS, AND/OR AWARDS THAT YOU HAVE NOW. THEIR OPINIONS OF THEIR EMPLOYEE'S WILL NOT CHANGE JUST BECAUSE OF A NEW SYSTEM. PLEASE DO NOT ACCEPT THIS NEW SYSTEM AS WRITTEN.