| Comment Number: | OL-10509091 |
| Received: | 3/15/2005 12:44:01 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! Classification (Subpart B) 9901.201 to .231 It must be equal pay for equal work. It can not be whoever is the managers favorite, fares the best. This will only cause ill-feelings, pettiness and wide spread resentment. We need to instead work hard to build trust and foster a team spirit as was integral to the old system. Pay & Pay Administration & Performance Mangement (Subpart C)9901.301 to .373 (Subpart D) 9901.401 to .409 Teamwork will be a thing of the past because it will be every employee for him/herself at a time when soldiers need us most. This will only hinder the mission, instead of every employee trying to help fellow employees, people will instead try to make each other look bad in order to get ahead. Sincerely, Barbara Lipnick