| Comment Number: | OL-10509568 |
| Received: | 3/15/2005 4:15:23 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've listened to all comments on this issue, the main mission being greater "flexibility" in hiring, disciplining, compensating and assigning civilian personnel. In concept it sounds good, but I can also see the fundamental problems of a system like this in the DOD. We see it everyday. Favoritism, nepotism, the good old buddy system. Positions are hardly advertised anymore without a little subversive action. Military officers and enlisted are retiring on Friday and coming back to a similar position on Monday. If not as a Civilian, then temporarily as a temporary high Civilian or contractor, until all the kinks are worked out of the civilian personnel system. (But don't say anything, they have Retired Lt Col such in such in mind down the road for this job.) As for pay for performance I see all Type A personalities getting the cash, while the rest of the steady hard workers still never get ahead. I do believe we in DOD do have alot of dead weight that we need to get rid of so some sort of disciplinary factors, i.e., monetary, may be the way to go rather than firing. Would certainly get the point across. I read through the Federal Register and being a special pay, Information Technology Specialist, I must say 9901.373(b) confused me. My pay now under the special rate in which I don't get locality pay will be equal to the new NSPS (which is basic bay plus the market supplement) isn't suppose to be considered an adverse action. I'd beg to differ with you.