| Comment Number: | OL-10509043 |
| Received: | 3/15/2005 12:18:54 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:
In essence, I agree that NSPS could be a fair system that will create a more productive, stronger workforce. However, because this system will be structured and used by human beings, there is great danger of bias on the part of raters, as well as under-handed competitiveness on the part of employees. If this system is implemented, every effort should be made to ensure ethical conduct. A task not easily achieved. Likewise, I believe you will receive nothing but resistance from the workforce, as long as you keep them in the dark about the details of NSPS. No one will willingly walk headlong into something as blindfolded as they are now. As for my personal concerns, I am not terribly worried about my position or how I will be affected (unless I am already at the top of my payband - there's that blindfold again). However, I do have concerns about my coworkers and my office in general. We have three new interns on the GS-5-7-9-11 plan who enjoy their work, but can't afford to remain GS-05s or 07s forever. If their upward mobility is taken away, I fully expect them to leave their jobs. And replacing them under the same criteria will be next to impossible. We need these interns to learn from those currently performing the job. And those, I might add, who are nearing retirement. Hiring a logistician off the street, for example, will not be prepared to perform the logistics duties that are specific to the government or one of its services. Also, the majority of my coworkers have families and responsibilities in this area and are flat-out not willing to move (per the required mobility agreement) if asked to. Most have said they would simply switch jobs. In addition, while this system is "fair", I believe you are heading down a dangerous path by leaving everything in the hands of supervisors who can't/won't supervise in the leadership fashions currently being taught in government classrooms. Most have an outdated idea of what leadership is and, despite taking required courses, simply refuse to adopt new practices. Allowing these supervisors to have total control over employees' job and financial security is more than enough for an employee to decide not to risk it and start looking for a new job. I like my job and my coworkers and have always been given exemplary performance appraisals, but I know that I don't trust MY supervisor that much. Finally, I would like to reiterate the fact that I have no problems with this system, in general. However, please be aware that this system has the potential to drive many of the knowledgeable employees out and leave you with inexperienced and/or disgruntled, unproductive employees. In industry, this would simply send the company into bankruptcy. What would that do to the government?