| Comment Number: | OL-10507785 |
| Received: | 3/14/2005 3:06:06 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:
9901.406b My second level supervisor refuses to speak to me so it will be interesting to see how he will relay my performance standards. 9901.406-5e Furthermore, since "final decisions regarding performance expectations are within the sole discretion of management" what protects the employee from unrealistic expectations being imposed punitively? Supervisors many of whom are severely lacking in management skills in general and people skills in particular are going to be wielding too much power. This proposal will not yield rewards based on results. Spoils will go to the same sycophants they always have except now it will happen with official blessing. Prior to implementation managers should have to prove themselves worthy of the power they will inherit. 9901.511 4c and 9901.511 2 ii - will provide dramatically increased opportunities for nepotism and cronyism. This whole proposal reeks of 'beltway blindness' - instead of painting this plan with a broad brush the DoD should look at applying it to only those specific functional areas where it is truly needed. It is another example of an ill-conceived overreaction to 9-11. It is time to step back and look at the big picture and make specific, rational adjustments instead of blanket proposals. Just because an idea may work for the military it is time Washington recognized that the civilian workforce is a different animal. If you really want to fix the pay system how about bringing it up to par with the private sector?