Comment Number: OL-10509760
Received: 3/15/2005 5:45:08 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 understand that NSPS is supposed to motivate me but I do not see how. Over the years I have seen many abuses of the regulation, policy and maybe the law concerning the personnel system. To motivate me, I would have to believe that best interest of the nation would be main reason for the action. I have seen to many little kingdoms establish by individual who abuse the authority they are given. A retained pay GS13 placed in a GS11 slot, so management could promote their favorite GS11 into the available GS12 slot. That GS12 has help protect her spouse who has a history of being verbally abusive with co-workers. Promoting individuals that perform marginally at the GS7 level to a supervisory GS8 position with a number of individuals with a better job knowledge and wider experience in more areas of the position. I was hired into a GS9 slot when I applied for a GS11 job announcement. I later found out the GS11 slot was given to the spouse of the personnel specialists that had worked the announcement accept at the end of the hiring action. I have seen Air Force commanders disregard Air Force regulations. The very regulations they are charged with enforcing. So sometimes, it’s a safety regulations calling for a sign to be red but he wants brown. But in what other areas is the guidance being in circumvented. If you are trying to make Enron and World Com look like amateurs, I think NSPS is moving the personnel system in the right direction. You may as well throw away the Whistle Blower Law away. In addition, it has been a long time since I seen an honest award program. Too many individuals get missed because they expect their supervisor knows how hard they work. The awards to the individuals who are continually taking credit for any well-done task even if they did not accomplish it. One of the reasons I got out of the military was I got to the point that I was not sure that I knew right from wrong. So I changed careers at that time, the government was the only one looking at me seriously. I wish I had stayed with the Department of the Treasury. If I were younger, I would be looking for a position outside DOD. I have worked with a number of individuals whose performance was not up to standard. About half had no trouble keeping their jobs because the supervisor shifted the work to someone who got the work done. Supervisors who knew what their job was fired small percentages. The rest were abused, harassed or otherwise force to quit, get any job or get promoted out of the area. I never thought the later was in the best interest of the government. Promotion was possible because the poor performance was never documented. I hope I am wrong but my feeling is that employees will show the same loyalty to the government as the government shows them. Employees will realize that being a favorite of the current supervisor does not mean your will be the favorite with the next supervisors. It is also realized that the supervisor’s favorite change real fast under the right circumstances. Being raised very anti-union, it was a surprise to everyone when I joined a union but I had a number of supervisors that proved the union to me that it was a necessary. I do not believe the proposed regulation will do what it was intended to do and that the regulation as written will do more harm then good.