| Comment Number: | OL-10509613 |
| Received: | 3/15/2005 4:38:54 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:
#NSPS 2005-001 Re: Chapters 75 and 77 “Also, by law, the DoD labor relations system supersedes all collective bargaining Units, except as otherwise determined by the SECRETARY.” The Secretary of Defense has been given too much discretionary powers under this new system. If we lived in a perfect society, where managers and supervisors were fair; perhaps this would not be such a serious concern. In any event, the entire procedures should be in place and codified to clearly and effectively establish the true intent of the new DOD personnel system. This blank check which Congress agreed to, allows for manipulation and inconsistent application among the employees who are serving the Nation well—loyal, and patriotic! Everyday, we have evidence, in the News, where CEOs and other high officials have taken advantage of their managerial “powers” and they have seriously violated the trust given to them! Supervisors violate their power, and then cover it up very nicely!! Yet, they have been given more discretionary powers on performance ratings without much of a grievance process built into the system. If supervisors were “almost perfect,” there would be a greater chance of fairness in the evaluation process. But, we realize that these individuals are very subjective and many are not fair! Even that would be okay, if there were a valid and effective grievance process in place! In this imperfect environment, there will be disputes about evaluations and pay outs! Because a high rating equals a higher pay out bonus—money—and that will cause many disagreements! Moreover, we want collective bargaining rights at the organizational or local level, not at the national level.