| Comment Number: | OL-10504540 |
| Received: | 3/9/2005 4:23:18 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:
I am currently in a demonstration project personnel system and I believe it is a good thing. Unlike the old GS systems, you don't receive a pay increase for just breathing. My concern is with pay pool management and whether or not the pay/award pools stay at the geographic site at which they were earned. We have a HQ back east ("national organization") and are continually subjected to 1%, 2%, 3% "taxes" to pay for programs/projects. I can see the same thing happening to our pay pools. I want to see something in writing that says the pay/award pools stay at the site they were generated at. I don't believe in "handshake" agreements when it comes to something like this. As far as developing more responsive hiring processes, a new personnel system will not help that. The biggest problem with the time element in hiring is the HR region you are attached to. We had fewer people when we owned our HR, but the processes were much faster. The cert lists we receive now are a joke and it takes forever. Often the people doing the work in the HR region are new and haven't been trained, so the people ending up on the certs are not correctly placed and some people who are qualified never make it to the certs. There are not enough details in the handouts provided for this new personnel system for me to accurately judge the system. I like the demonstration project I am in currently and I believe it is administered fairly with reasonable rules and regulations. I would like to believe that the new system will be fully fleshed out before it is implemented. I definitely want to see the details before it is implemented, especially the details on pay pool management. Hopefully, the new system will also change the RIF process. RIF doesn't save money or help the activity, all it does is create disruption, hate and discontent. We need more flexibility in the RIF procedures so we can do what makes sense for the people and the organization. I am still fuzzy on the Human Capital Performance Fund; who owns it, where the money comes from, who approves disbursement, etc. I would like a further explanation. Having said all that, I am optimistic and open to a new system.