| Comment Number: | OL-10509232 |
| Received: | 3/15/2005 1:52:02 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:
9901.342 Performance Payouts. I don't like to have to rely on my appraisal to receive what I would normally receive under the old system, i.e., step increases after fulfilling the necessary time requirement to automatically get the raise in pay. It is re-instating the "buddy-system, good old boy system" where the employees that the rater likes will receive the increases in pay. It appears that Pandora's Box will be opened with numerous grievances being filed because the employee didn't receive their pay raise as expected. 9901.322 DoD is given too much leeway in adjusting the rate of changes where this should probably have some congressional oversight. 9901.211 With DoD establishing career groups based on mission, function; nature of work; it is possible that the current employees who have been classified by GS grade could possibily have their group downgraded to a lower pay schedule or pay band once that DoD has established a "new" career group. This is unacceptable. 9901.221 With a new classification process being developed by DoD, what happens to the current Position Description (PD) that employees are performing under? Is the possible re-classification of your position able to be challenged if one doesn't like where he/she is put? To me, this NSPS has too many loopholes where the employee or qualifying individual will not be able to determine what is best for them in the conversion. The involvement of the union is only a smoke screen because, even if they didn't like they way this was written, I don't see where they could change anything. If DoD wanted to change it, they will regardless of the union's opinion.