| Comment Number: | OL-10508142 |
| Received: | 3/14/2005 6:47:20 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:
After reading the proposed NSPS (hopefully, this has not been voted on), this seems to be a pay band system. COLA along with step increases will basically be gone. In turn, with the NSPS, it will all be considered during rating period - depending what my supervisor gives me as my yearly evaluation and then approved/disapproved by a pool manager - all subjected to how much money is in the pool, etc. This seems to be less money for me. Not to mention that my rights maybe crushed/diminished/gone. What rights will I have under the NSPS? Will I even have representation? No one to complain to as far as unfair labor practices; harassment; mistreatment, whatever. With the current deficit that this country has; this NSPS is a cost-cutting measure under the guise of "National Security". To make it worse, it will be under the Sec. of Dept. of Defense. Why? So I can go to Iraq or Afghanistan at a moment's notice? Will my health be considered or go where ever I am 'deployed'? The current system works fine if only the supervisors implement it. The current system awards excellent performers and not the others. But in my work place, everyone gets the same percentage whether one works or not or is even at work. I barely get my mid-term counseling every year and sometimes my supervisors cohersed me to backdate the counseling to make my boss look good and in compliance. NSPS does not say much as far as my grievance rights. Where do I go? What happens if I am detailed somewhere else for over 90 days?; outside my city; my state; my country? How long will the detail be? Will my job description be re-written? How about my children? Where does family life fall into this? I feel like I am being drafted into service and underpaid at the same time. This is a good way to demoralized employees, create divisions among them; and destroy trust, loyalty, working relationships, etc. Good job!! Why not use what we have and actually make it work by holding the people responsible for their actions - the supervisors and FOLLOW THROUGH. Counsel people who are late, not performing, not coming to work, etc. instead of tolerating it and hiding under the guise that they are 'sick'. There are processes in place to deal with problematic employees but supervisors do not want to go through the 'trouble' of dealing with it. I was told there is 'too much paper work involved'. How are the employees to be told if the NSPS is implemented that job mission/requirement changes if supervisors can't even hold mid-term counseling? Training is even worse. Training is not offered to my section. When I ask for it, I don't even get an answer from my supervisor; meaning, I don't get it whether I explain why I need it or not. I am usually made fun of when asking for training. How can federal employees be competitive if training is not even given to them year after year? We are regularly told that something is available, however, when we asked for it, we get no answer until the deadline for training comes; by then it's too late. Considering where I live, the cost of living in my area is pretty high. This will devastate my family income to provide for my two children. Getting excellent performance rating since I've been with the fed. gov. for over 17 years (with a college degree) barely keeps me up to par with the labor market. NSPS is a bad pay band system. Stop re-inventing the wheel and actually fix it. It is not broken; the only thing that makes it not work is its lack of implementation. IMPLEMENTATION - this is where the focus should be and stop penalizing the workers. If this is such a good deal why not have the entire Congress be in it including my Commander in Chief?