| Comment Number: | OL-10504532 |
| Received: | 3/9/2005 4:01:28 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:
General: I believe the proposed NSPS will undermine the Civil Service and hurt the mission of the DoD employees. Managers should not have the absolute right to move an employee up or down the new pay band. Managers are capble of the same faults as all of us are. Management should not have the absolute right to assign employees new or different work assignment without consideration for pre-training, are we setting people up for failure? Performance will be based on the same five-tier performance rating system that management deemed ineffective in the past. Management should not have the absolute right to determine what is a grievable matter, you ever heard of a criminal decieding if he should be put on trial or not? Subpart C Pay, Section 9901.301 - 9901.373: DoD employees should countinue to receive the same annual pay across-the-board adjustments that other worker receive. Subpart D Performance Management: In order to insure fairness and accuracy, DoD employees should be able to appeal any performance rating to an independent grievance and abitration process like they can now; after all Manager/Supervisors are human and capable of favortism and errors. Subpart G Adverse Actions: Due processs and fairnes demands that the independent body reviewing a major suspension as termination be allowed to alter the proposed penalty if the deem it to be unreasonable. The current standards approved by the courts to guide such bodies should continue to be used. Subpart I Labor-Management Relations: DoD should not create a "company dominated dispute board." Any dispute board must be "jointly selected" by management and Union. The labor management law that has governed the employees' right to organize an engage in collective baargaining has worked well since 1978. There is no compelling reason to take away most of the collective bargaining rights or grievance rights.