| Comment Number: | OL-10508321 |
| Received: | 3/15/2005 2:34:00 AM |
| 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:
II personally and professionally believe this revision to our civil service personnel system causes the pendulum of change to swing too far. I also believe it is filled with empty promises. I am in the medical profession and do not have what some may say a “union member” attitude but I am very upset that all of the hard work and devotion to the organization I have worked for and in honesty, devoted my life to will not count for anything in regards to considering my longevity. It is especially concerning when our active duty military leaders transfer so frequently (18-24 months) and may be forced to make decisions without even having adequate time onboard to understand the impact of their decision in the short or long range. I believe the new system is a breeding ground for nepotism not to mention “good old boy/girl” circles that could continue unchecked for a very long time. The empty promises, I spoke to earlier is the mere fact that there is no planned increase in funding to be able pay out all the bonuses and pay staff what they are really worth that is touted/highlighted in the proposed regulation. The proposal is interpreted by many staff that they are going to receive substantial pay raises and or bonuses when NSPS becomes effective. I believe the disparity in pay between the East Coast and West Coast personnel will become greater than what it currently is. The automatic monetary step increases will no longer exist and many staff have asked me what happens when the NSPS conversion becomes effective locally and how will it affect their next step increase. Will step increases be grandfathered? It makes quite a bit of difference whether someone is in the second month of a routine 24 month step increase versus the twenty-third month of their step increase when NSPS conversion occurs. I would also like to know how many military active duty leaders commented on NSPS compared to civil service personnel. I’m interested only because there is a dramatic increase in personnel/staff work for supervisors and how effective will active duty military supervisors be in dealing with the proposed changes. I believe we should simply return to the previous appraisal system. It was a system that worked for both the staff member and the supervisor (for the supervisor that put a little effort into it and this is where active duty military supervisors almost always fell short primarily because they rotate so frequently. They allowed inappropriate civilian staff behavior to continue and let the “next” supervisor” deal with it rather than take the time to correct it.