| Comment Number: | OL-10506900 |
| Received: | 3/13/2005 8:42:59 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:
OPM, While I understand the proposed goal of NSPS and why NSPS was created. I feel that the proposal present when too far, and "over" eliminated some code labor relations / management-labor partnership ideas that when applied correctly provide a better and more progressive working enviornment. The potential for negitive things to occur under the existing NSPS language is what the issue and problem is. There is not clear way to have a third party (outside of DoD) to be brought in on a issue or problem, there is no clear way for labor and management to "partnership' a issue or change; even at the national level, it is VERY restrictive. Without a 100% quality management team across DoD fire, without thinks like 'team building" and TQl (which seems to have been left at the side of the road), there just seems to be no clear way that NSPS proposed goals can work without people getting hurt (career-wise). Many of the existing problems were cause by employees and management that did not apply existing DoD/OPM work standrads and policies, that substandard job performance was not addressed and corrected (or eliminated) and where the skills or training for work leaders and management was not provided or ensured that those skills were applied to ensure quality services were provided. While NSPS was developed to correct this, it leaves the existing personel (including those that failed to following the old standards and failed to manage before) in place to try to adapt to these new personnel policies. Enforcement of the old standards, shifting back to the multi-tied annual grading system and enforcing existing law, rule & regulations should have corrected the problems. thank you Mark Garcie