| Comment Number: | OL-10508963 |
| Received: | 3/15/2005 11:42:40 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:
March 15, 2005 To Whom It May Concern: I am new to the GS system. The process of getting hired into this system was slow, but I did get hired. The current system seems to work when it is utilized in the correct manner. Flexible rules in the hiring system would leave the door open to hiring individuals that are known and liked but not necessarily qualified for the position. The system is already in place to discipline or reward employees as the case may be. Management is paid to do this job. The problem is not with the system, but with the fact that is not being used the way it should be. Where is the assurance that management will be fair in the pay raises and awards. How will we be assured that outstanding employees will receive the higher pay in the NSPS system? The handbook I received when I was hired showed that these options are available to managers but are just not being utilized. The flexibility of the NSP system leave the door open for that "good old boy" way of doing things to come back into play. There are already employees in the system that are still employed because of who they know not what they know. By removing the rules we have in the place know, that would make these situations more the norm than the exception. Managers need to be held accountable of their actions.