| Comment Number: | OL-10507705 |
| Received: | 3/14/2005 2:07:12 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:
RIN3206-AK76/0790-AH82-SubpartB-Classification-I have not read any details as to why DoD needs these changes, nor have I received any details about "pay banding" therefore it is difficult to make comments about your proposal. It is my understanding that managers will have more control over an employee's pay which can cause dissent and morale problems with the possiblity of favoritism being shown to certain employees. Subpart C-I have been recently hired by the RIA and as a new employee I sometimes wonder if I made the right decision not knowing how NSPS is going to affect my pay or my future. There is no guarantee I will not lose pay in the conversion to the NSPS system. Subpart D-Performance Management-Pay has always been based on performance. If I do not perform my job or duties as expected, pay or step increases could be withheld and promotions could be denied. It would be a gross disservice to employees to withhold pay grade or step increases for a situation they have no control over. Subpart E-Staffing & Employment-As a new employee I did not come to work for the goernment so that I could be sent anywhere in the world at a moment's notice for as long as you want to send me. I also disagree with the idea that if I accept a promotion to a different position that I will have to serve another probationary period. Subpart -Workforce Shaping-I agree the hiring process needs to be looked at but NSPS is not the solution. The NSPS solution could be the who you know, who your related to hiring process. If an employee is unjustly treated there seems to be little or no appeals process in place. Subpart G-Adverse Actions-All employees should be allowed due process and fairness which NSPS does not allow. The DoD has the last word in all matters without the allowance of a third party review. Subpart H-Appeals-In adverse actions agaianst an employee, management's burden of proof will be reduced. Whatever happened to "just cause." The system already has in place the actions that management can take to deal with poor performance or misconduct. Subpart I-Labor/Management Relations-The DoD has not allowed the unions to take part in or be an active participant in these proposals. Unions should have the right to bargain and negotiate matters concerning appropriate arrangements for affected employees. If management is going to change or set conditions of employement, I want my union to be allowed to negotiate those changes, and the union to be allowed to participate in formal discussions between bargaining unite employees and managers