| Comment Number: | OL-10509196 |
| Received: | 3/15/2005 1:38:30 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:
After reading Part II, DoD OPM, it appears that we are again trying to reinvent the appraisal and rating system. Each reinvention appears to be a little murkier. There are so many variables in this proposal they almost can not be counted. Most prevalent are that salaries would be comparable to local industry, but we are not local industry, we are the federal gov't. Promotions, pay increases, and bonuses would be determined by the number of shares an employee accumulates. This is distributed by management, and will probably be the biggest Ole Buddy system we have ever had. The current system insures that all employees are guaranteed a raise in a year, 3 years, etc., regardless of management's competency to recognize deserving employees. It appears that this reinvention does not interface with National Security. Any type of Security violation (negligence to outright treason) can be dealt with now . TDY is used to provide mobility of an employee's special skills and knowledge. We currrently do reviews to see if some jobs would be better suited for contracting out or downsizing. If managers document performance and incompetency of an employee properly, it is easy to fire them now. The one advantage I recognized is it would be easier to hire special skills off the street. I do not think we need to reinvent the wheel to accomplish this. This appears to be another tool for management, with little consideration for the employee's tenure, experience, or military history. The current system was designed as a tool for management to reward the deserving and weed out the incompetents, if management does its homework, protect the satisfactory employees and provide inclusion of all elements of a person's employment history in a RIF situation..