| Comment Number: | OL-10508889 |
| Received: | 3/15/2005 11:19:35 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 hope the NSPS does not follow the same fate that the GM (vice GS) schedule was suppose to cure: a. Reward the best Performers with greater pay b. GM scale would also attract the best new and experienced employees. Correct me if I am wrong, but the GM process did not work. I hear it came down to the buddy System again, the money went away and another great idea bit the dust. Some still have the GM rating, but those I know never received those big increases. The present and new supervisors/managers are going to receive intensive training on this new system; "well what a relief", I guess the NSPS is going to work after all and we will see the last of the bias and favoritism in employee's ratings. I read one statement that you have a great deal of experience with successful demonstration projects in DoD; could you please name some. I look at the huge systems failures like DPPS, DSDS (millions of wasted dollars) and E-biz accounting is struggling. Who gets penalized for those poorly planned projects? It seems that many of the higher grades (GS/GM 15 and SES's) get a pass and are allowed to move on to maybe fail again. In NSPS, if a lower graded employee does not meet one of his/her critical element, they could receive a 10% pay reduction or be removed. Seems fair to me! I do not believe many people trust this process and those in charge of champion the NSPS. Do your phase testing, but bring everyone on at the same time for pay purposes. Lastly, please stop portraying NSPS as a win-win-win system, sounds like 3rd grade talk and many do not believe you. Thanks for letting us comment-