Comment Number: OL-10504077
Received: 3/8/2005 11:51:30 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:

Thank you for allowing us to comment on a system that will change the way we are paid and promoted. I’ve looked through many of the responses you’ve received so far and find the overwhelming response is negative. However I’m sure that won’t deter you from implementing this system anyway. With just 4,000-character limit, I’ll just discuss at one aspect. After reading the recommended changes and considering the current system, I’ve concluded that there is nothing wrong with the current system. The only thing wrong is that supervisors are not doing what they need to do so the “unproductive” personnel stay “unproductive.” In over 30 years, I have not only supervised civilian personnel but was also responsible for overseeing the assignment of civilian personnel during RIFs. Changes were made in job descriptions in the last few years that created more flexibility while still keeping the basis of what skills, knowledge and abilities are needed to do the job. But even with better descriptions, supervisors must ensure personnel are performing the duties based on the description. (One example: A civilian secretary refused to work with classified, build a read file or maintain files, among other things. These tasks were clearly in her job description but fell upon the military to perform. Then she complained that she wasn’t getting paid at the same level as other “secretaries” in similar positions so an audit was performed. HR personnel came back stating that if they were to grade out that position based on the work she did, it would be a GS4 – downgraded from GS6. What happened? Nothing. No counseling. No change of duties. No change of personnel. Why, because the supervisor was worried about the paperwork and an IG complaint. Then a downsizing/RIF came and her position was turned in but because she has tenure we had to find her a new job. This wasn’t easy – not because of her records, which were spotless, but because her reputation was spread by word-of-mouth. Oh, once the individual was settled in her new job, the original unit came back requesting a position because they realized they needed a secretary.) Para 9901.405 states that the NSPS system will “hold supervisors and managers accountable for effectively managing the performance of employees under their supervision.” Isn’t this done under the current system? Current regulations require feedback and regular counseling sessions. Yet we still have problems. I don’t see/understand how this will change with the new system. The needed flexibility is in working overtime or getting deployed. A lot of jobs go to the military because overtime/deployment is/may be required. But if you require a civilian to work overtime they must be compensated – the military does not need to be compensated in the same way that civilians are. Our headquarters has told us that we could not even put in overtime for compensatory time off. Leaving our pay/raises up to the supervisors will have some supervisors rating everyone high (don’t want to hurt anyone’s feelings or get a complaint) or rate their “friends” high and everyone else low (personality conflicts would be a big influence here). I have pride in myself that I can get along and work with anyone. I have had supervisors who haven’t liked me – one supervisor gave me an initial counseling session that amounted to just one statement: “You’ve been here too long, I’m going to get rid of you.” He then dismissed me and began to make my job a living hell. That was just a few weeks after a previous supervisor stated that he wouldn’t let me move to another position because I was too valuable to the organization. So what kind of pay raise would I have received then? At my 4,000-character limit, so in conclusion, only three things needs to be changed: 1. The way supervisors/managers are supervised/managed and evaluated. 2. Better job descriptions that include the required flexibility. 3. Compensation for that flexibility.