| Comment Number: | OL-10506053 |
| Received: | 3/11/2005 10:51:32 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 received an e-mail with a listing of facts and myths concerning the transition to the new National Security Personnel System. I was a bit unsure as to the affect the change to the new system would have on employees so I reviewed this document with the anticipation that it would answer many of my questions and concerns. After reviewing the comments of this document I’m not sure that I have any better understanding of the system now than before, and additionally have additional concerns that weren’t there before. One myth that was addressed was that the supervisor would not be prepared and equipped to fairly and objectively rate the employee’s performance nor be held accountable for his/her responsibility under NSPS. The response to this myth was to state that the fact was there would be “Extensive training” for supervisors and managers, both military and civilian. Under the present system there is a 40 hour block of instruction (LEAD) for supervisors (both military and civilian) of civilian employees. From experience, I have taken this course myself, while on active duty and again as a civilian employee/supervisor. I have observed however in the 14 years I have been a civilian employee that very few of my supervisors (and they are all military) have attended this training course. My concern is that no matter how extensive or detailed the training is, if the supervisor does not go to the training, then it has NO benefit to either the supervisor or the employee. The response to this question went on to state the supervisor and manager would be held accountable for how effectively they use the provided NSPS tools as they will also be subject to the pay and performance provisions of the system, and their pay will be affected by how well they perform their duties as supervisors and managers. I don’t see how this is possible within my organization since all of the present supervisors/managers are military and the NSPS will NOT affect their pay and performance provisions. Another Myth address was that the employee would lose pay under the NSPS and wouldn’t get credit for time already spent waiting for the next within grade increase. The response to this issue was that employees would not lose pay upon conversion to NSPS. I agree that this will probably not happen (if all goes as expected). Most employees that I have talked with are concerned not with the effect the conversion will have on their pay during the conversion, but their future pay. Personnel who have worked for military supervisors/managers under Civil Service for any period of time are aware that there is a constant turn over of the supervisor/manager. Under NSPS it appears the supervisor/manager will have a greater impact on an employees pay and bonuses etc. This could go either way (positive or negative). If the supervisor/manager is not familiar with the procedures for civilian performance, pay and incentives, then it is very possible for the employee to be unfairly treated in these regards during the tenure of a particular supervisor/manager. The bottom line for me is ensuring that military supervisors/managers of employees are trained in the process of supervising/managing civilian employees. Requiring the training and making it mandatory is good, but there needs to be some process in place to ensure that they actually attend the training. I accept that the transition to the new system is going to take place regardless of the concerns or feelings of the current work force. All we can hope for is a smooth transition and enough flexibility built into the system to compensate for the mistakes that will almost certainly occur.