| Comment Number: | OL-10505281 |
| Received: | 3/10/2005 4:51:42 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 suppose I'm just venting because it appears that our opinions will not affect the implementation of NSPS. Everything I've seen so far has been almost impossible to comprehend. I'm the only one of my series in my entire organization; it seems that would be a good thing with pay banding. I pity those that work in organizations where there are 150 of the same grade and series; not everyone can be top block because the dollars are not there. It seems to be a return to the old GM system where ones overall rating resulted in a specified amount of money which caused some to receive a lower rater because the funds weren't available for the mandatory award. Also, from what I can make out, performance-based rewards will surely result in strengthening the good-old-boy system. But I admit that I am confused. I would like to see a common-language, step-by-step interpretation of exactly what will take place when, not if, NSPS is implemented. Supervisors, already over-burdened with being full-time action officers as well as supervisors, now seem to have unlimited authority to control a subordinates career. Supervisors can barely find time now to submit the required annual evaluation; initial and mi-point reviews are often faked if annotated at all. I think NSPS could result in ridding civil service of long-time, highly performing employees.