| Comment Number: | OL-10507485 |
| Received: | 3/14/2005 11:32:44 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:
TO: Program Executive Office National Security Personnel System ATTN: Brad Bunn 1400 Key Boulevard, Suite B-200 Arlington, Virginia 22209 – 5144 SUBJECT: COMMENTS ON PROPOSED NSPS REGULATIONS-RIN 3206-AK76/0790-AH82 Dear Mr. Bunn, This is in response to the proposed Department of Defense (DOD) National Security Personnel, regulations published in the Federal Register; 14 February, 2005. I have been employed by the Federal Government since 1984. This program has nothing to do with National Security, but more with forcing this great United States of America's taxpaying and patriotic citizens into a dictatorship. This country's existence was founded on the principle of democracy, not dictatorship. Myself and a great number of my Federal Government co-workers here at Letterkenny Army Depot, are opposed to this change in working environment. We have debated long and hard over the years to earn the rights and respect we have, only to endure another attack on the bone fide workers. The mere fact of the matter is that the upper echelon of politics, the president of the United States of America, the White House staff, the cabinet members, the House of Representatives and Congress, are not being required to submit to this dastardly change in personnel systems, speaks volumes. -- There is no way to simplify a pay banding structure; the GS and WG schedules were created to simplify pay, step by step is simple enough. Flexibility in assigning work already exists. -- Pay increases based on performance already exist; i.e. within step increases, bonuses for exceptional performance, etc. -- The standards of work for a federal government employee already exist, which spell out exact duties in a job classification. -- Currently, DOD has many options to recruit, shape and retain a high quality work force. Quite often, they do not utilize these options to the fullest extent. OPM already has established innovative new programs, with the manager’s flexibilities in mind. -- Transforming reduction in force and transfer of function etc., will again, equate to a servitude working environment. Another serious contemptuous wrong thinking; dissolving of SENIORITY, even Congress is fully aware of what that means. -- Another seriously flawed proposal, is that of mandatory removal offenses. This action again, is both dictatorial and frightening, in the sense that there are always, mitigating circumstances in every case. As is in the adverse action procedure proposal; 15 day advance notice for all offenses. Adverse actions procedures are an administration process, not a criminal process. -- How much more flexible can you get than bargaining at each location? By taking into consideration local culture, the diversity of the workforce, physical and infrastructure design, local community, State EPA requirements and OSHA standards, like it is today, there are no violations of the Commanders and Union Locals bargaining rights. -- There is no way that top DOD officials or the President of the United States, can predict all adverse affects of their policies on employees, in the wake of, unfair labor practices. This is just another way to hamstring the employees, Unions, FSIP and the FLRA, to keep them from addressing employee issues. In conclusion, this is a tremendous amount of change at one time. DOD is not prepared even administratively to handle this amount of change, neither is the workforce, in its support on the WAR ON TERRORISM. The DOD workforce is patriotically proud of the work they perform, both in their dedication and trustworthiness. They/We deserve to be treated with dignity and respect, and not like, second class citizens. Thank you for the opportunity to provide comments. Sincerely, Jeffrey B. Fore