| Comment Number: | OL-10503542 |
| Received: | 3/6/2005 9:08:06 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:
I work for Naval Special Warfare Development Group (NSWDG). This command is a model for motivated civilians and team work. It already is what NSPS tries to create. Any civilian from NSWDG would be a star performer in any other command but at this command they are just doing their job; excellence is simply a way of life at NSWDG. We have a selection and screening process that insures the best people are recruited and hired. By word of mouth and reputation, the best and brightest seek out NSWDG. Private sector jobs (for people with the resume it takes to get into NSWDG) are far and away more lucrative, but NSWDG personnel are dedicated patriots of single-minded purpose: mission success! NSWDG civilians have a sense of mission and pride in the command - there is no other place like it in all of DOD! I know other commands have very good people but there is no comparison; the NSWDG civilian personnel work force is superior to any other group in DON. This is not bragging - it's just a fact. Here is my concern - how does the NSPS system compensate routinely stellar performers like NSWDG personnel compared to the rest of DON personnel? I do not believe NSPS is designed to reward exceptional groups but instead is an attempts to improve poor performers across the board. I believe the NSPS system will simply overlook this outstanding group by lumping us into a much larger (and Frankly, inferior group by comparison) and actually be counter productive. I don't see where my level of effort is comparable to career bureaucrats or other less motivated federal employees but yet we are all viewed the same. The way it looks to me, in-order to advance, I would have to leave NSWDG. I am not being negative but after 25 years of military and federal service, I am jaded. I've seen many attempts at process improvement - most ended up be ineffectual or worst. We (NSWDG) currently have a very good environment and I fear the "law-of-unintended-consequences" will upset the balance. If changes that result from NSPS cause sub-standard performers to meet standards, then what would those same changes do to performers that are already at peak performance?