Comment Number: OL-10506313
Received: 3/11/2005 1:32:15 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:

Let me state that I agree with civil service reform. The current system has created an environment where some individuals are rewarded for sub-standard work. However, after reviewing the NSPS and AFGE websites, and reading emails from the local Union and HRO, I still have concerns about the new NSPS. I feel that many key issues are unclear. After asking about specifics I was told they are being developed. That’s like buying a pig-in-a-poke. It deeply concerns me that deadlines have been set before key issues are explained in detail. As a 23 year Marine Corps veteran I would never expect my men to undertake a task that had so many unclear issues. I believe that specific NSPS policy should be completed first. Then the overall benefit and effect on mission accomplishment, morale and employee’s standard of living reviewed before the system is implemented. Here are my major concerns: 1. Creating an atmosphere of “Me First”: When you predicate individual’s pay, promotions, employment, etc… on performance only, many individuals will develop a cutthroat attitude. They will form the belief that in order for them to get ahead, their fellow co-workers must fail 2. Fair distribution of pay raises: This is my greatest concern because I have heard several explanations on how raises will be distributed. I have heard that a ranking system with pay raises proportionately distributed using a sliding scale and I have heard a performance level rating system with each level receiving a higher proportion of pay raises. I favor the performance level rating system, because you can rate employee based off of their individual accomplishments and performance rather than comparing them to someone else. It can be extremely difficult ranking individuals with different job responsibilities, time in service, similar/different work loads and varying levels of knowledge, where as, placement of these same employees into performance levels can be a simpler and fairer task. I believe the performance level rating system provides the best of both worlds. Employees are challenged to perform better to reach the top performance levels without sacrificing teamwork or creating an atmosphere of me against you. Another reason I support rating over ranking is because, one section may have a larger percentage of quality employees and under the ranking system those employee would receive the same raise as lesser employees in another section. 3. Cost of living increases: I have read that there will be increases to the pay bands periodically; whether that is an annual increase I do not know. If your pay falls in the middle of the pay band will your pay go up proportionally to increases in the pay band ranges? 4. Job security: All the talk about unions having a lesser role, possible layoffs, Reduction in Force (RIF) actions, has created concern about reduced job security. I can only hope this is talk and not reality. One of the most rewarding elements of working for the government is job security 5. Creating an atmosphere of favoritism: When you give a supervisor complete control over pay, assignments and promotions you open the door for favoritism. In theory it sounds great that fairness will prevail but in actuality most bosses have favorite employees. If it appears rewards are based on like/dislike, the work place environment can quickly turn to “you against me”. 6. Elimination of teamwork: In a competitive environment many individuals can become more concerned with their own individual performance than working as a team. Individual goals will replace organizational goals. There will be no incentive for helping others or correcting others errors if you have adopted a “me-first” attitude. Thus waste and inefficiencies will become more prevalent. 7. Possible deployment/transfers: I spent 23 years on call for our country and I feel that was enough, civilian employees should not be deployable like military personnel. In summary, I believe that a rating type evaluation system combined with improved performance standards will provide management the necessary tool to fairly evaluate and reward/discipline each individual on their performance, will help establish better goals and objectives, and reduce rewards to substandard individual. While at the same time allowing for teamwork and cooperation to exist throughout the workforce by eliminating competition for individual numbered ranking. I understand that a tremendous amount of time and effort has already gone into the development of the NSPS. My concern is the rush to get it implemented when so many issues remain unresolved. I respectfully ask that careful consideration be given to the final policies and their impact on the lives of dedicated American servants like myself.