| Comment Number: | OL-10505761 |
| Received: | 3/11/2005 7:58:51 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:
I must concur with the numerous comments you have received thus far. The NSPS is not a good alternative to the GS system which has worked well for many years. It is apparent that dedicated employees must suffer for the inability of management to "do their jobs." They don't get the person they want to hire because of the strict personnel policies so now DoD gives them a way to hire who they want whether they are qualified or not. What thought was put into the Factors an employee must address? When did DoD become private industry and pay for performance became an issue? The nature of government work does not lend itself to this type of evaluation. Having the same Factors for all employees is ludicrous. Not everyone can compete fairly in all areas - how can a analyst compete with an engineer? Logical - not! It is so disheartening that when DoD comes out with a dramatic change (i.e., CSRS/FERS) it always benefits management - what about the employees? Don't they count? I strongly recommend that you stop this insanity and do away with the NSPS - the GS system works. If you want to change the system, get employee involvement.