Comment Number: OL-10509615
Received: 3/15/2005 4:39:23 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'm an electrical engineer employed at U S Army RDECOM/AMRDEC. I've been employed by this command for over 20 years. I am a native of Alabama. In all my days of employment, I have never such degrading language proposed in the federal that would give managers direct license to further discriminate against Black African Americans. The proposed policy or regulation has nothing to do with 9-11 incidents. If this proposed language is implemented, this would thrust Black African Americans backward 40 years into the civil right days with no hope. The proposed federal register would have a negative impact on all federal employees, but the Black African Americans would suffer far most the worst beyond comprehension. The following items listed in the proposed register will have a devastating impact on Black African Americans: 1. Subpart D, Section 9901.409, Page 7586 Rating and rewarding Performance - It is proposed that there will be no appeal to a third party. It is proposed that the rating upon request may be reconsidered. In my twenty years of experience, it is very rare that a manager would overrule another (right or wrong). That employee that would even request for reconsideration would be immediately labeled as a trouble maker and with no doubt his/her security clearance would be targeted. There are known cases where employees who dare file an EEO complaint or grievance would be subject to retaliation by management targeting their security clearance. That employee would be "marked" by management for the rest of his/her career. The employees should have the right to an appeal to a third party. 2. Subpart C Page 7580 - Auto cost of living should continue as is under the GS system. Under the proposed NSPS, this would license management to show favoritism to a selected few while other deserving employees would suffer tremendously. No system is perfect, but there need to be something in placed that would offset the unfairness of management. Blacks would suffer the most. Blacks are already denied high grade promotions (GS-14 and above) across the nation. The EEO statistical data (shown in the MD715 booklet) is not representative of eligible and deserving Blacks in high grade position. If the current system don't work for Blacks, then certainly this proposed system won't work which is far worst than the current. 3. Subpart F, Page 7564 RIF - I don’t agree with the current proposed language in the federal register concerning RIF. If a white male/female has 3 years of experience and a Black male/female similar situated has 30 years of experience, and all have the same rating for the past 3 years, who would most likely leave the gate first? Seniority should not be taken away from the employees. Seniority should count for something. There are men and women (federal employees) of all races who have worked diligently to equip our soldiers in the field in order that they may protect our country and withhold freedom for our land. By taking away employees seniority will strip away the dignity with humiliation and will diminish the integrity of this great country of ours. There are many other items proposed in this federal register in which I don't have the time to respond because of the short suspense set forth by NSPS. I'm requesting that our unions across the nation be allowed to negotiate our rights in good faith instead of having our rights stripped away.