| Comment Number: | OL-10505820 |
| Received: | 3/11/2005 8:40:23 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:
It is indicated that the most significant change of NSPS will be cultural. With NSPS, we'll have a Total Force perspective; one which will facilitate DoD civilians gaining an equal footing with their military and contractor counterparts in furthering DoD mission accomplishment. I disagree! We have had a Total Force concept in place for many years and it works. Whether a person is military, DoD civilian, or contractor we are here to serve the soldier. My performance goals are and have been closely aligned with my organization's objectives. Our current system has provided me both the need and the opportunity to understand and be a contributor to those objectives. In most cases, our current system properly rewards employees based on their achievement of those goals. Failure to enforce it rests solely with leadership, i.e, supervisors, managers, etc. With NSPS, I believe the good 'ole boy syndrome will prevail and many deserving individuals will not receive their just due. I served 22 years in the Army and have nearly 19 years as a DoD civilian representing a combined total of 41 years of service to our nation. I do not support pay banding and performance-based pay and feel the General Schedule structure is superior to NSPS. It provides incentive to employees for professional development, growth, and awards (step increases, annual performance pay, etc.) -- the current system only needs to be correctly applied by management. BOTTOM LINE - It does not need fixing. Leave it alone!