Comment Number: OL-10509360
Received: 3/15/2005 2:45:28 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:

I am absolutely outraged that the loyal employees that are subjected to Spiral One implementation will be automatically frozen in salary at lower levels than their counterparts in later Spirals!!! This is discrimination. Just because our General wants to get another star by volunteering us for Spiral 1, does not justify letting our cohorts at other bases continue to receive their step increases for another 1-2 years or more. (When they are frozen, they will each be further along in their steps, thus more highly paid on average). I understand that Spiral 1 people will be paid up to the % they are toward their next step. But this is different. Warner Robins AFB people, for instance, could receive up to 2 step increases before they are implemented, while Tinker AFB people will only get the % they are toward the Next step. Saving money on the backs of the best performers in the Air Force!! Secondly, why the heavy weighting of this system toward recruitment over retention? Good luck...the gvt will pay loads of dollars to train and pay for advanced degrees for new hires. Then, these new hires will jump ship once they suck all the benefits out they can get. What do you expect? This is the behavior you are incentivizing. So, turnover will increase as private sector employment becomes more and more attractive. think about it. Here's one reason: Many DOD bases are located in less than desireable areas, geographically. New hires will use the system then move to more appealing geography outside DOD. Third: The spoils system was overturned in favor of merit principles. Why? Because the BOSSES were misusing their power and hiring cronies and "yes men". Have we learned nothing in 120 years? Employees will generally work to whatever is demanded of them by the Boss. The problem is in Management! Absolute power corrupts absolutely. Transformation is needed in Management, not so much in the lower levels. Train these Managers on how to manage...meaningful training, Southwest Airlines style. Motivation by example. Integrity. Honesty. Trust. Consequences. (Darlene Druyun) I have seen so many managers do dishonest, illegal, immoral acts, and they just get moved to same pay with less responsibility, or they get promoted. This is the example set for the employees. This behavior will only be magnified if the current draft NSPS is not changed. why not have the managers appraisals be a composite score from ratings given by those people they supervise along with input from their own management? That should open some eyes and maybe even initiate positive change. Fourth: Why is it assumed that everything done by contractors is done better? Most contractor "think tanks" are populated by prior gvt employees or else by academicians (not enough real world experience). Using ideas like the NSPS dumped on us by the RAND Corp, etc., does not guarantee excellence.