| Comment Number: | OL-10504080 |
| Received: | 3/8/2005 11:57:33 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:
Ratings and pay banding. I have worked for Department of Defense for in excess of 40 years combined military and civil service. During that time I have had good and bad supervisors but I have never had a superviser that I considered well enough trained, honest enough and free of bias enough to be provided with the amount of freedom to manage/mismanage my pay that this system provides. My current supervisor cannot handle the current system correctly. He has not conducted a mid period review since he assumed his position 3 years ago. His supervisor is aware of his failure to provide reviews and condones it. Training dollars for education of supervisory personnel sounds good, but we have been hit with a $1.68 million cutback in funding; training and travel are the first items to go. While our cutback does not ensure that this program will incur similar cuts it must be admitted that the current war is taking all spare funding that can be found...and training dollars are high on the list of funds that can be subverted to other purposes. I do agree that something needs to be done to allow the DOD to better manage it's civilian employees, including supervisors. One possible change might be to make pay raises dependent on rating by coworkers, suppliers, users, and the supervisor. One possible change might be to require all individuals to spend no more than 5 years at one location. Another possible change might be to require that each individual obtain X number of continuing education points/semester hours at government expense each rating period and have their ratings multiplied by a percentage of the completed schooling. The two major complaints that I have against the proposed system is that it favors the 'Good Old Boy' system and that it will allow for politization of the current system. I forsee too many people obtaining pay raises based on the location of their nose, not on the quality of their work.