| Comment Number: | OL-10508445 |
| Received: | 3/15/2005 8:43:40 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:
I have just reviewed two aspects of the NSPS, pay bands and performance management. The pay band narrative talks about attracting, developing, retaining and rewarding high performing employees through appropriate compensation. The inference is that DOD currently does not employ high performing employees and needs something to attract such individuals. The performance management narrative discusses fostering a high performing culture, encouraging employee engagement and robust communication and enhancing the overall effectiveness of the Department. I take all of this as a personal affront. I have been a DOD employee for almost 25 years. This new system infers that the current workforce doesn't stand up to these higher standards being espoused. Additionally, why are we being threatened with conduct as an element of performance? The current workforce is very professional. They take their jobs and missions very seriously. Every year we have to fight to get what amounts to a pittance of a cost of living increase. Of late the excuse is the administration needs money to pay for the War. Well, if that is the case then where is all the money going to come from to entice the so called high performing employees? Where is the money going to come from to pay for "an initial period of intense training is planned to help employees, supervisors, managers and HR practitioners understand and carry out their roles, responsibilities and obligations under the new system. In addition all employees will receive specific operational training prior to being converted into the new system". ? Is anyone paying attention to the dichotomy of these absurdities?