| Comment Number: | OL-10508617 |
| Received: | 3/15/2005 9:31:20 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:
Personal commentary regarding the new National Security Personnel System (NSPS): The idea of rewarding good working habits and dedication to the mission is fantastic. It is about time that something like this came about. Enabling the system to hire qualified individuals much quicker is also a significant advantage. The system may enable employees a greater flexibility in searching and finding promotions which will encourage and support personal advancement. That is certainly a plus. The new system presents strong points and merits, but overall the new system provides a blank check to upper management to use the employees as pawns. It has been my experience at my installation that upper management will use all tactics necessary to accomplish their goals. Under the proposed system, managers can almost extort employees to act and behave a certain way if pay increases are to be in the employee’s future. Favoritism will be accentuated under this system. “The rich will get richer and the poor will get poorer” It already exists under the current system, but at least right now we all get our COLA and the occasional bonus. These comments are not from a disgruntle worker, but from someone who sees a working environment with lack of care for the employees. In the past under several different managers, I earned many personal accolades, such as civilian of the quarter, of the year, nominee for MAJCOM awards, etc. My working habits and attitude will not change. I will still do my job and do it as well as possible. However, the rewards for my efforts will not likely materialize under the proposed system because I do not practice “good ol’ boy politics”, and I feel that is the case for most employees. A similar pay and rating system was tried with the School Systems in Texas, but it failed miserably. It pitted teacher against teacher, and principals had a horrible experience managing their schools. The employee to employee to supervisor working relations became cold and uncooperative. We may have the same demise under the proposed system. I think this system has great potential, but it needs to allow for more safeguards for the employees. There must be more dialogue with labor representatives to insure labor relations are not deteriorated or lost under the proposed system. The lack of rules and training scares me also. This system is not ready for implementation. And the decision to continue with implementation is just a reminder that management will still do whatever it takes to meet the goals - even when it means making employees uneasy, anxious and stressed.