| Comment Number: | OL-10503529 |
| Received: | 3/6/2005 6:41:03 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:
General: Pay for Performance. The existing system enables mid-level program managers' to present/execute program objectives without direct/substantial fear of individual reprisal of a monetary nature from senior acquisition officials. These officials are normally assigned in a "temporary- less than 3 yr tour", and thus do not necessarily comply fully with the civil service employee ethical requirements of "serving/protecting the taxpayers' interest". The crux of the issue is short term vs long term decision analysis, and the required objectivity during Business Case Analyis (BCA) to serve as an unbiased/unfettered business tool. Better acquisition decisions are made through open and constructive discussions/conflict. Quote: "Business is conflict. That's the creative process. You don't get excellence by saying yes. You get love, but you don't get excellence. - Richard Synder Publishing CEO". Removal of this program objectivity neither improves performance, or reduces cost- It simply brings alignment to the decision process and reduces objectivity, resulting in a focus on near term objectives. NSPS "chips away" objectivity and implements a more active "group think" approach where senior managment can focus to reward obtaining short term objectives at the potential expense of long term taxpayer benefits. This issue must be addressed in NSPS to avoid these types of senerios' to ensure compliance with the government employee eithical oath.