| Comment Number: | OL-10504781 |
| Received: | 3/10/2005 10:23:53 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:
As a manager, being able to improve an employee or terminate the individual in less than a year would be a significant improvement, along with hiring an employee in less than 6 months. But, as an individual, while reviewing the document, I see most of the employees' rights have been removed. An example is the establishment of a minimum RIF--under the new rules, individuals with many years of impeccable service could be terminated very quickly by narrowing of the RIF pool. I would not mind an improved system, but not at the expense of the individuals' rights. The further I read the more unsure I became of this new system and believe you will need to be very convincing that this is a better system to the employee and that managers will step up to the plate to fulfill their end of being fair, provide feedback, have performance measures in place, etc. I am also concerned about Pay Pool Managers. Who are they and from what level will they oversee or operate? I also see our bonus/performance money getting skimmed off the top to take care of the higher ups (or pay other bills), before dispersement to wings, FOAs, DRUs, lower levels, etc.--who will be watching this? Also, if leadership can buy a GS-5 and a GS-6 vice one GS-11, how will the domino effect be fixed--the Future Year Defense Planning (FYDP) rules would definitely be impacted. The numbers on the Unit Manpower Documents and FYDP would continually be unbalanced because of the flexibility of hiring what you need. Will the instruction be rewritten and what new measures will be put in place to balance the books? I want to be objective, but this new system raised several red flags that makes one very uncomfortable.