| Comment Number: | OL-10508129 |
| Received: | 3/14/2005 6:32:41 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:
Performance Management: I do not feel that my supervisor should have a say in my performance pay. Most Supervisors are for their friends getting ahead. That is a natural. Nothing DOD or OPM can change that. If I am not one of my supervisors"BEST" and I am doing the work, I can fight this throught my Union and a third party to get a solution. What DOD and OPM want, my supervisor can pass me over and give the performance pay to his BEST that may not do the work. And beleive it or not it happens. The only thing now that saves this is the Unions and third parties.No I do not want DOD/OPM NSPS, I want it left as is, and if I have a problem, I will call on my Unions. Reduction in Force: Rif's would be another Best. If DOD has their way, the supervisor can save his friend, by making them look good, and rif the employee that is really doing the job. Then all DOD would have is empire building. No, I don't want this changed. PAY I still want the congress to determine my pay scale. I do not want DOD, OPM, or my supervisor determining my pay scale. Iwant congress to continue paying me 4 days per week, 10 hour days, at the locality pay scale. I do not want to wonder when I am going to work or how many hour per pay period. No I vote no strongly to this. They say we won't lose any pay, then why do they want to eliminate the right of Unions to bargain over appropriate arrangements for employees adversely affected by the exercise of management rights? We will not lose pay under NSPS! BULL What a misleading answer. Yes we enter into NSPS at our pay level, But what happens after that? There is a fascinating new concept in NSPS that adds another tool to the management arsenal: the power to cut an employee's pay 10 percent in any given year because his performance isn't where the supervisor wants it. By the end of a decade working for the same supervisor, the employee would be working for less than minimum wage. Funds for Salary and Bonus: DOD says these won't be cut. More nonsense. It is true as DOD says, that the leaw requires that the overall amount allocated for civilians compensated as a whole nust not decrease, BUT this requirement only lasts a few years. Under the current system, CONGRESS passes a law every year setting and funding the cost of living increases. Without CONGRESS mandating compensation, it is no longer assured.Ask anyone in the SES system what they think about their bonuses system. It is poorly funded, or not funded at all from year to year.The old "GM" pay system for managers. Their performance bonuses were never funded. After a few years they were making less money than the emlpoyees they supervised. CONGRESS was persuaded to repeal the system in 10 years. Unions have no involement in developing NSPS thats a fact as solid as the ROCK. NSPS Veterans Rights. That's like my saying that I didn't eliminate your Pizza after I ate 90 % of it. Bargaining units: NSPS is saying there is no process for employees to challenge their performance rating BUT DOD is developing one. ADVERSE ACTION: DOD says employees will still have the right to advance notice, to reply and to appealRIGHT the advance notice is cut in half from 30-15 days. Only the first 10 days being allowed to make a reply.PLus what happens if DOD doesn't like the MSPB judge's decision?Right now only OPM not any individual federal agency can file such an appeal. They have to certify that the case involves a major issue of civil service law. I am total against using any of this NSPS plan. Gladys Waggerby civ usaf Supply Technician