| Comment Number: | OL-10507291 |
| Received: | 3/14/2005 9:54:34 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:
Overall comments National Security Personnel System Management/Supervisors have the ability to fire, deny step increase, and award employees with the current system. Then there was the philosophy that all employees doing the same task would be the same grade; locality pay would make up the cost of living difference in the areas of the country. Never completed. Next, top DOD management wanted contractors because of savings; but contractors did not have to pay benefits (retirement, leave, medical, etc). Latest con job, National Security Personnel System - all power to management. Yes, there is agreement that civil service has a problem, but does it occur to any one, that maybe management is the problem? There are to many levels of management. After all the downsizing and closures, what percent are still at Commands and Pentagon? With the technology of today we can eliminate commands and go straight to the Pentagon. This rids DOD of duplication by commands adding regulation and their philosophy. Here at WINN Community Hospital, FT. Stewart Georgia, there is a Commander with four or five deputies, five employees to one supervisor. The deputies supervise three or four division, again the same ratio. Division supervise 5 to 6 branch. Then a branch may have only two individuals and yet be a branch, while others supervise three or four sections. Sections may have supervisor and leads for 5 to 10 individuals. Now you see the point. How to fix civil services: 1. All Supervisor position turned into term appointment not to exceed four years. At the end of four years, the employees hold a confidence vote. The supervisor will keep the position if the votes are minimum of 60% in favor of the individual, if not, the position is advertised and management selects someone else. At any time during the four years, the employees must have an 80% consensus for a no confidence vote. If the vote is, 75% or more the supervisor is immediately removed and position advertised. 2. The majority of employees will determine all awards and percentage for supervisor, for military management 30% of points for promotion. 3. An employee that management is not satisfied with goes in front of nine-member board of employees. Management and the employee, or their representative, presents the case. The board, by a majority, will decide if the employee warrants the disciplinary action. If employees choose to appeal to the Merit System Protection Board, the loser of the case (supervisor or employee) reimburses the government for the cost. 4. Transfer all DOD criminal investigators to the FBI. Prevents management from manipulations. 5. All government agencies Inspector General transfer to the GAO. This gives congress insight into organizations before taxpayers’ funds are wasted. IG personnel transferred to different agencies every three years. All management and employees protected by IG for any retrabution. Keeping the current system with these changes will provide the greatest advancement of civil services, because employees will do anything for a good supervisor. The end of unqualified supervisor selected not on merit but on politics. Management still picks the supervisor, but the employees determine if they are qualified to lead. This is the truest form of management and employees working together.