| Comment Number: | OL-10503615 |
| Received: | 3/7/2005 9:45:31 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:
I am opposed to the majority of the NSPS. It is a disservice to the majority of the work force and to the people of the country. I have very little in constructive comments because such comments are a waste of time. The Department has the authority to do as it wishes regardless of the impact on or the desires of the workforce. My 30 years experience in the Department tell me that any comment I make will be dismissed or ignored. The Department will do what the Department wants to do regardless of public or employee comment. I am a senior engineer and can look forward to no pay raises for the rest of my career. My confidence in management's ability to fairly execute a pay for performance system is zero. I have seen in years past how management divided up bonus money at my major west coast shipyard. Almost all monies went to managers, what little remained went to the favored ones. I expect history to repeat itself despite the wishful thinking of the Secretary and his inner circle. There is no incentive for management to reward the employees and there are no watch dogs over management's decision (except of course other managers). Of all the disturbing elements of NSPS, the most troubling is the authority to fire people because of "behavior" which was intentionally broad and general in definition. While there are certainly some behaviors that merit firing or disipline, the broad application of this authority will most certainly be misused. People who disagree with management's decisions or ideas will be judged by management as not supporting the team and of unacceptable behavior whether or not the contrary position has any merit. This provison fosters a department of "yes" men who never disagree with management -- a repeat of the Challenger disaster in the making. Generalized behavior criteria should never be used for disipline or performance ratings. The criteria should be concise. I decided to retire as soon as I reach MRA in 2008 the moment the Senate passed the Act. I have encouraged all my peers to retire as soon as possible. I have encouraged new engineers to seek other employment as soon as they can. Working for the Department of Defense in any capacity as a civilian is no longer a desirable, just, or secure career.