| Comment Number: | OL-10509318 |
| Received: | 3/15/2005 2:27:18 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:
My feelings regarding the NSPS are I am glad I am nearing retirement. The NSPS assumes the supervisors will act in the best interest of the USG or the organization. In my experience, most act in their own or their buddies best interest. A supervisor, can with effort on their part, have someone fired under the current system. Most, either through laziness or unwilliness to be the "bad" guy will not. Many use the method of giving high appraisals to their worst performers so as to get rid of them via merit promotion. In my experience, good appraisals often go to those who are best at "apple polishing" and self-aggrandizement. Many of those whose work carry the organization go unrecognized because they are to busy doing the work to pat themselves on the back. Or they do not play golf or poker with the boss. I have worked in areas from FMS to engineering to quality assurance evaluators to communications shops. In offices, on the flight-line and in maintenance facilities. Only about 1/3 of my supervisors were fair with their appraisals to every one in the office. Sometimes I was the buddy who benefited. Sometimes I was on the other end. Supervisors are not perfect, they are human beings. There needs to be system in place to assure they cannot abuse their power. The system also needs to be responsive to the needs of the USG and the DoD. Current civil rules restrict the latter. If the NSPS works as I read it, you may end up with a responsive system. Will you end up keeping the kind of people you want?