| Comment Number: | OL-10507414 |
| Received: | 3/14/2005 10:52:26 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:
Subpart C- Pay range- The rate range adjustments and local market supplements may differ by career group, pay schedule or pay band. I think we need to be more specific on what will drive the differences. It is conceivable that we could have more grief with this issue than it is worth. New Appointments/Reinstatements- When we hire a new employee, the pay can be at any range on the band. Who has the final decision-management or the hiring official or are they one in the same?? Subpart E- Recruitment and Competitive Examining- Who will determine if the local commuting area is sufficient? Personnel or management? I hope you will defer to management. Workforce Shaping-Subpart F- RIF ranking- I am a strong supporter of hiring practices to get veteran's in the system, but if we are to truly look at RIF in a different light, we should strongly consider the ranking being 1-tenured group, 2-performance rating, 3-vet's perference, 4-length of service. We should give credit to their service, but the driveing force has to be performance in this new era.