| Comment Number: | OL-10505951 |
| Received: | 3/11/2005 9:54:15 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:
1. I need to humbly say first that I have been a top performer for over 20 years, regardless of my grade. I was successful in private industry for 10 years before coming to DoD. I appreciate my compensation, value the available family time, and am proud of the service to my country. 2. This entire NSPS process is a sham, is not based on facts, and has nothing to do with national security (other that the adverse affect that it will have on the level of effort by DoD employees.) 3. Your assertion that the current system adversely affects your ability to attract and retain high quality talent is an insult. 4. Here's a tough one: Retaining veteran's preference in a performance based system makes no sense. Either it is performance or it is not! If you are going to make this drastic change, have the guts to be consistent. (or is the whole thing a political ideology game anyway?) 5. This administration has used 911 as an excuse to implement every political ideology that came with it into office. It this case, take as much as you can away from the federal workers, who are all worthless bums (unless they are political appointees). Remember that one of the first things that this administration tried to do in 2001 was to re-institute the Huge, tens of thousands of dollar no-limit bonus allowances for high-level political appointees. These bonuses had been disallowed by the previous, fiscally responsible, administration. 6. The big advantage of the current system is that there is a limited ability to run a good-old-boy system. 7. The proposed system will result in low morale, and less production from employees. 8. I have also been a supervisor responsible for yearly performance evaluations. Some employees do not push as hard, some handle stress better, some are just brown-nosers who do enerything for show. Very few are just worthless. 9. The old system provides a bonus incentive, and that extra 1 to 5% is enough to get the best that you can out of employees. Giving the amount of power to a first line supervisor that this system allows is absurd and will not work. 10. Fellow employees are the best judges of work effort, not supervisors who generally are wound up in polocy and procedure and do not know who actually produces. Fellow employees support each other, criticize each other, push each other to do more, push each other to do their best, know who needs some extra consideration at times, know the stresses of the job, etc. This new system will have them compete against each other for the favors of a boss-hog supervisor and ruin morale.