| Comment Number: | OL-10508682 |
| Received: | 3/15/2005 9:59:29 AM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| Attachment: | Facts from a NSPS test program.doc Download Adobe Reader |
Comments:
Facts from a NSPS test program These Ph.D.’s formed a Union and got out Excerpts from an interview with Dr. Gary E. Phetteplace (PhD from Stanford) a Research Mechanical Engineer at USACE Engineer Research and Development Center Cold Regions Research and Engineering Laboratory in Hanover, New Hampshire.(603-646-4248) - Their lab was under a test program for NSPS (called the Lab. Personnel Demo Project) for approximately 4 years - Highly educated and motivated workforce of 100 employees with about 50 holding PhDs - Management refused to take any input from the employees and dictated all decisions - Frustration levels rose among the all employees - Evaluations were a joke; no measurable metrics ever established, only vague concepts like customer care - No appeals allowed on evaluation scores, this item is the bedrock of the test program and NSPS - Lower level employees were stuck in the system, given higher level tasks and not promoted - As frustration mounted the employees formed a Union and held an informal vote; 75% wanted to return to the old system - Tried to negotiate changes to the test program for 1.5 years, management wouldn’t budge on any issues - Held a formal vote and opted out of the test program, again 75% of the employees voted to return to the previous system - 4 of the 7 engineers that could not advance in the test program were promoted the first day If 100 highly educated, highly paid workers under optimum conditions couldn’t take the new personnel system, what makes you so special? Wake up before it’s too late!