| Comment Number: | OL-10509037 |
| Received: | 3/15/2005 12:17:19 PM |
| 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:
As ususal what we are presented is a concept: a lot of verbage with very little content. Show us how this is going to lay out. It appears this NSPS plan will open up the Government to a lot of appeals which will make it more cumbersome. I do agree that filling vacancies needs to be accelerated but am not convinced that the NSPS is a good system. The NSPS appears to be another Personnel System for Supervisors to load the system with people they know. Future employment within the Government will be determined by where you live and whether or not you know anyone. Will the system work through/with the local State Divisions of Employment Services and be linked across the country for those willing to relocate? It looks like performance appraisals will become more time consuming and may become more biased and arbitrary. We should not be placed in a position which leads co-workers to compete to determine their salary, that will only degrade teamwork as a whole. I do believe we need to weed out the non-performers, but can't we improve the system by simplifying it? There should be stated standard task requirements/results and attributes within each Grade level and grouping. Use probation, demotion, and other tools to weed out non-performers. The NSPS does not show any standardization across the board: from project to project, from District to District, etc. At one project an employee may be categorized as an average employee but if compared with employees elsewhere could either be a high achiever or a low acheiver - it's all perception. The NSPS performance appraisal needs to start with minimal standard objectives for each grade level and grouping.