| Comment Number: | OL-10508056 |
| Received: | 3/14/2005 5:20:15 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:
Docket number (NSPS 2005-001) or RIN 3206-AK76/0790-AH82 Military supervisors need as much, if not more, training in implementing pay for performance as does the civilian supervisor. For the most part, military supervisors never seem to interest themselves in how to correctly implement the civilian HR management system until such time as they've retired and desire to become a civilian employee (which, thanks to Mr. Bush) can now be accomplished without a waiting period. Any military supervisor/manager can now create a position to which they will be selected as soon as they retire (a green suit on Friday and a civilian suit on Monday). And, the ex-military will always outclass most civilians because DoD has paid for their training, education (masters degrees) and experiences(PCS costs). However, when it is time to pay out funds for civilian training, education or even PCS costs to a new position (PCS funds not authorized), those funds disappear. What kind of message does that send the workforce? That civilian employees are not as valued as ex military. Guess what? Those folks are going to retire in 10 years. Then DoD is going to dry up because there are no eager employees waiting in the background to take our senior level positions. We have done such as GREAT job of chasing away the civilian employee with poor/non-competitive pay, no mobility (a green ceiling), no training,. etc., the 30-year olds are smart enough not to seek federal employment.