| Comment Number: | OL-10508819 |
| Received: | 3/15/2005 10:54:59 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:
Job Descriptions: simplifying most JDs is terrific; however, we get stopper matches that do NOT qualify for several "specialized" jobs within the "series". If we take the ability to specialize totally away, we will never get qualified personnel. If we use other "specialized" series, we get those people stolen from our organization by DOIM, DRM and others. e.g. Agencies have hundreds of daily ADP and RM requirements; however, we're not allowed to have those series (0560, 0334) authorized on our TDA, so we have to use our 'general' series (e.g. Log Mgt Sp 0346) and write specialized knowledges, skills and abilities for ADP or RM within the Logistics field. We would fail numerous missions without these specialties, but Common Levels of Service (CLS) and Standard Garrison Organization (SGO) designs don't allow them in Logistics, Community Activities, Public Works, Information Management (not allowed RM), RM (not allowed ADP); Plans Training & Mobilization, and Civilian Personnel. This is a grave concern at the installation level. New Pay versus Performance Initative: This also is a great idea, but with most supervisors and leaders in the government workforce being close to retirement age, they are set in their ways and would need reinforcement training. Most of our supervisors are "friends" with their employees and this makes performance evaluations (tied to money) very confrontational (probably should be under current system, but not).