| Comment Number: | OL-10509046 |
| Received: | 3/15/2005 12:19:37 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:
NSPS is both good and lots of uncertainties. The good: 1. There will be a system to weed out those employees that just come to work and perform minimal work (just enough to get a satisfactory rating). 2. NSPS address poor behavior. In the current system bad behavior must be dealt separately from performance. It is often bad behavior that is very difficult for a supervisor to address. 3. It shortens disciplinary actions. The current system makes it almost impossible to impose a disciplinary action. By the time the action has gone through the system morale in the department has suffered to its all time low. 4. It makes supervisors and managers more accountable with more stringent guidelines. 5. Allows supervisors and employees to work together towards their goals. 6. Shortens hiring time frames. In the current system by the time a new person is hired the staff shortage has burnt out numerous other staff members. 7. It will allow supervisors to spend more time writing reports to assist productive positive employees instead of being buried in paper work defending actions for bad performers with negative attitudes. 8. It makes the employee more responsible for their own actions and behaviors. 9. It allows more freedoms to make decisions. The uncertainty: 1. There are no rules or regulations yet out in print for public view to make a valid conclusion as to weather this system can work for all parties. 2. What checks will be in place to ensure that the supervisors are made to act fairly? 3. A disgruntled employee can still file complaints against a supervisor and the supervisor will be buried in paper work. Will there be a system in place to address complaints that are unfounded. Currently, the employee can complain and file EEO, IG, and any other complaints indefinitely. The supervisor then must be extremely careful that nothing done can be construed as retaliation. Will there be limits established when complaints are founded to be frivolous and the employee is doing these actions because they want to get back at the supervisor? Will there be a system in place that will monitor such negative behaviors? (It is done now with the employee knowing that they are giving the supervisor a hard time and knowing that the supervisor has very little that they can do to stop these frivolous complaints. Usually done by employees that produce very little and have bad attitudes) 4. There are rules and regulations that are in place that contradict each other or are very vague as to how to enforce them. Will the new system look at the current laws and regulations so that they are in alignment with each other? 5. How will the system address jobs in which showing up, doing the job, and having a good attitude is exceeding? 6. There need to be more information on the rules and regulations written in layman’s terms so a more valid judgment can be made by the government employees.