| Comment Number: | OL-10504332 |
| Received: | 3/9/2005 9:23:24 AM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| Attachment: | covenant leadership.doc Download Adobe Reader |
Comments:
I am a former U.S. Navy Lieutenant with 7 years of active duty military time and 1 year of reserve duty. I have B.A. in Geography, documented leadership and management ability, and so far, an exceptional record with civil service. So why can't I advance beyond GS-5? Admittedly, I've only just met the milestone of 1 year with civil service, and there are many who wait much longer to see promotions into higher grades. But should I be held back while there are people in positions for which I'm highly qualified, and I can't even get an interview because someone wants to hire their buddy? I agree with the proposed goals of NSPS (a more fluid and deployable workforce, performance linked to pay, etc.), however, this system assumes a perfect and honorable management corps. What's to prevent the current good-ol-boy network from persisting under NSPS? If NSPS simply provides the good-ol-boys with even more power to hire and fire at will, NSPS will do nothing to improve the overall quality of the workforce, or promote those with the talent, motivation, and enthusiasm to support DOD's mission. People, like myself, will simply seek employment in the private sector. The free-reign given to supervisors under NSPS needs serious reconsideration. As a former Naval Officer, I had the opportunity to serve under CNO Adm Vern Clark. His idea of covenant leadership was implemented throughout the Navy. It's basic premise was that leaders promised to provide professional development to their suboridinates. Leaders were held accountable on their evaluations on their ability to accomplish this. I don't find anything in NSPS that addresses this kind of check and balance. It has to be there, otherwise supervisors have no incentive to provide any professional development or mentorship to subordinates. If nothing else changes in NSPS, this concept MUST BE ADDRESSED, or the system is doomed to follow the same path as the current inadequate and ineffectual GS system. One of ADM Clark's early speeches on covenant leadership is attached. Please take the time to review it and consider it's merit. Thank You