| Comment Number: | OL-10504463 |
| Received: | 3/9/2005 1:52:43 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:
9901.511(d)(2) states that the Secretary will prescribe implementing issuances establishing the procedures under which a time-limited employee (e.g., an individual employed on a temporary or term basis)serving in a compettive service position may be convereted without further competition to the career service..." This provision should be eliminated. The provision seems like a back-door method to discourage potential candidates or to give certain candidates an unfair advantage. I have worked in an agency personnel office that did this routinely to cut down on its workload. People knew a job was permanent but it was advertised as "temporary but may be made permanent without further competition" so that fewer people would apply and people who were recriuted/wanted could apply and not worry about so much competition. Many people cannot bet on a temporary job becoming permanent. What prevents a supervisor or manager from giving a person they are recruiting a signal that the individual shouldn't worry about the job being "temporary"? The provision should be eliminated. Either a job is permanent or it is temporary. If management made a mistake when it advertised a job as temporary, it should have to re-advertise the job. If the workload goes away after a few years, management should layoff employees, just as private sector employees do. Also, holding out the possibility that a temporary job might be made permanent potentially subjects the employee to abuse by a manager or supervisor. Temporary employees might feel like they should take whatever management dishes out because a job might be made permanent.