| Comment Number: | OL-10503711 |
| Received: | 3/7/2005 1:15:15 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:
SubPart F - Workforce Shaping, page 7564, after last sentence in first para ending "...reduction in force actions that take place..." insert "Current career DoD employees with more than 8 years of continuous top performance and required to convert to NSPS will not be subjected to RIF until at least 3 performance periods have been completed". Justification: If forcing proven, dedicated DoD career employees to convert to new employment rules and changing the contract of their employment for management convenience (not in private industry), without giving them a choice, minimum fairness dictates that they be given credit for their high performance in the old system for at least several upcoming performance cycles before being thrown under a RIF. This does not prevent (and never has prevented) imposition of adverse actions for poor performers or misconduct. An immmediate discounting of prior years of top performance when that was so important before is extremely unfair to dedicated employees who likely passed up higher salaries in business for more stability in DoD and have steadfastly performed. Management should at least be sensitive to holding harmless from RIF those high performing employees who have compiled 8-10 years of top performance, at least for several cycles under a new "trial" period which everyone concedes will have kinks needing to be worked out. This concerns employees, their families, their homes, their kids in college, and so on.