| Comment Number: | OL-10509039 |
| Received: | 3/15/2005 12:18:13 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:
General: I believe the proposed NSPS will undermine the Civil Service and hurt the mission of the DoD employees. Subpart C Pay, Sections 9901.301 to .373: The employees in DoD should continue to receive the same annual pay across-the-board adjustment that other FS/FWS workers receive. The individual pay increases for performance should include guaranteed percentages in the regulations so that employees will understand the pay system and what their pay increase will be depending on their performance. Subpart D Performance Management-.401 to .409: In order to insure fairness and accuracy, DoD employees should be able to appeal any performance rating to an independent grievance and arbitration process like they can do now. Subpart F Workforce Shaping .6012. to .611: DoD should not change the current layoff/RIF rules which give balanced credit to performance and the employees valuable years of committed service to DoD. Subpart G Adverse Actions-.701 to .810: Due process and fairness demand that the independent body reviewing a major suspension as termination be allowed to alter the proposed penalty if they deem it to be unreasonable. The current standards approved by the courts to guide such bodies should continue to be used. Subpart I Labor/Management Relations .901 to .929: The labor management law that has governed the employees’ right to organize and engage in collective bargaining has worked well since 1978. There is no compelling reason to take away most of the collective bargaining rights or grievance rights. DoD should not create a “company dominated dispute board.” Any dispute board must be “jointly selected” by management and the Union. Dod are being asked to do more with less constantly. Employees not being replaced with so much knowledge leaving and other employees not given training, tesnion and stress is high. The ban pay system will only add to this problem not fix it. Putting employees in bands such as this will only add to already stressful environment. Instead of working as a team, this will create more back stabbing and lower morale. With this system there will no longer be a "team spirit." Everyone will be for themselves only. How else can one ever get ahead? Forget morale! Look what happened at the post office People really will go postal. Our young folks are fighting overseas to give people freedom and at the same time our very own government takes away our freedom and chance to have a good working environment! Pay & Pay Administration & Performance Management (subpart C)9901.301 to .373 (Subpart D 9901.401-409) Premium pay should not be tampered with. Workload has never been higher now that we are at war. If this is changed, I will not work the extra time that is needed to perform the work. This is needed to perform the work. This is neede din order to make deliveries/schedules for the customers. Let's remember our customers are the soldiers! They deserve the best. Labor Management Relations-Subpart I 9901.901 to 929-DoD is not following the original intent passed by Congress. Furthermore, DoD has not allowed unions to be active participants in this process. These proposals were not generated from union input in any shape or form but rather entirely created by DoD. The union must have input in this process! Sincerely, John Olsen