| Comment Number: | OL-10509306 |
| Received: | 3/15/2005 2:24:04 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:
Dear Sir (or) Madam: In view of the new proposed NSPS, sytem going into effect by July 2005. under the new policy it states that the aggreate amount allowed for compensation of DOD civilian employee's under the NSPS will not be less than if they had not converted to the NSPS. So far all we have heard about is the NSPS, system I, never thought that we were given a choice in this matter. that this policy has been implemented and set. though that it hasn't come into affect until July 2005 of this year. If this is clearly the case why does it seem as if we don't have a choice in this matter. Under the pay and pay Administration subpart C. that isn't what the system seems to be proposing. However I, do remember when FERS, was being implemented that all employee's was given the opportunity to choose if they would want to convert either to FERS, or remain with CSRS. Also from what i, have read NSPS, has also suggested that it will set up some type of formular to calculate the aggregate compensation amount for each fiscal year through 2008. As if we were still within our regular GS or FWS, classification pay schedules. This may appears to be that this particular system would provide an equal opportunity for all employees are not disadvantage in the amount of pay available. This somehow doesn't appear to be at this point the best Business Practice without knowing what these particular calculation woud be. Also under the current system we have always had the pay for performance opportunity available bust wasn't used because most supervisor, manager, and Department Heads, didn't want to take the time to justify why this award or incentive was being given. i, beleive that if they couldn't do it under the present system how is this system going to be any different. For most of us know that the only employee's that receive such awards are the managers, supervisors, and Department not given any credit or acknowledgement to thier employee's what-so-ever. Yet all of this goes unnoticed or just over looked but those who would have the greatest impact. And as a result the same people were receiving them all the time leaving the rest to well fend for themselves with no recourse or no awards. which did not provide an opportunity for other employee's to receive this incentive as well. unfortuneately we have a protected class within a portected class of politician within our own ranks and there is clearly no real chance for one to train, develop or be innovated in thier ideas. Meanwhile under the pay band this also limits an employee from moving forward unless he/she receive a promotion or new position they will simply just maxs out. This would also place a limit on any employee buyouts limits within there particular pay band. which would toatally kick out the maximum buyout of $25,00.oo for any given employee. This too set's limits on reassignments whether its voluntary give that an employee an opportunity to either remain within their same or said pay band. If unvoluntary or due to reduction this would certainly reduce one's pay sufficantly also possible cause them thier job as well. In doing so it also reduces their retirement pay as well leaving them to either depending on assistance later on in their retirements. This system also doesn't provide any protection for the employee's giving these manager, supervisor and Departemtn Heads too much power for personal reasons, to hire,fire, and destroy one's career. DOD Employee