Comment Number: OL-10509638
Received: 3/15/2005 4:49:09 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:

It’s not in the interest of National Security to push the “good ole boy” system to the maximum extent. Under the proposed system, government worker’s morale would sink to a very low point. By removing seniority, you remove the employees’ ability to have an opinion unless that opinion is the same as the supervisors. If removing seniority is such a good idea, why isn’t that done with the military? The “good ole boy” system comes into play because if your supervisor does not like you for any reason, you will not receive any incentive regardless of your performance. You will also put coworkers in adversarial relationship. If somebody helps another coworker they take the chance that the coworker will now look better to the supervisor than the employee that did the helping. New employees will “have to know somebody” even more than ever just to get a job. Who says there will be funds for top performers? If your supervisor is not as good as another supervisor or if your supervisor can’t write well, you may lose your deserved promotion. If you have a military supervisor they may not have the incentive a civilian supervisor would. We already have a merit promotion system. If you do an outstanding job you can get a WGI, a cash award (significant achievement) or a time off award. The time off award is often given because “there are no funds for a cash award”. The reason there are no funds seems to be a mystery considering this occurs even in the first quarter of the year. Now we are expected to believe that there will be funds for good performance? Who’s getting any benefit from this NSPS? It isn’t the government employee. It certainly isn’t national security; as a matter of fact it will most likely hurt national security due to low morale of government workers.