| Comment Number: | OL-10509620 |
| Received: | 3/15/2005 4:44:05 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:
Per the track record of the past performance of the DOD employees, they have provided an excellent support for the DOD mission. This fact is very evident from the reports published from time to time by the chiefs and the managements at all levels. Then the question arises why the NSPS is to be implemented. The NSPS will reduce the employees rights and provide a sole authority to their supervisors for their career advancements and termination of employment. Employees will be prevented from providing honest comments about the work assignments on the supervisors decisions since they will have a fear of the adverse action by the supervisors. The performance report prepared solely by the supervisors will promote biased opinions ( based on race, color, ethnicity snd other prejudices. It will promote a personal friendships with the supervisors (buddy system) than the merit performance. To make a proper appraisal of the employees performance input from others like project managers, team members, co-workers and sub-ordinates should be considered. This input should be given adequate consideration in addition to the supervisors evaluation. This method will help negating individual bias from supervisors. The NSPS seems to be more for cost cutting measures promoting hiring as-needed basis and downsizing when the budget is reduced. It does not impact the national security. The NSPS will reduce the quality of performance expected of the DOD employees. The payband system essentially does the same function as the current system of pay grades , where supervisor graded performance and step increases. The payband system will incur more expenditure to implement it.