| Comment Number: | OL-10509859 |
| Received: | 3/15/2005 7:44:47 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:
Pg 7561 Sub-Part d Concerning the current management system, how will the new system change? At this time my immediate supervisor has 15 appraisals he has to write, how will that alleviated? Will they decrease the number of supervised personal? The document says that it wants to change the "static" way the current system is applied. Sounds like you just want to change the way business is done but not address the fundamental flaws in the system Pg 7562 Performance and Behavior Accountability It states supervisors and managers will be held accountable for clearly and effectively communicating expectations and providing timely feedback regarding behavior and performance . . How will they be held accountable? What will be the penalty to management if they do not act accordingly? The document states how they will deal with employee's that have an " unacceptable" performance. Nothing is covered concerning management, if they perform or act poorly. Pg 7572 13 Duty to Bargin and consult The document states " there is no duty to bargain over DoD issuances (which include component issuances) in addition, management has no obligation to bargain over changes to conditions of employment unless the change is foreseeable, substantial and significant in terms of both impact and duration on the bargaining unit" Who decides what is significant and substantial? I read in FedWeek that there are members of congress that have serious questions about the need and especially the timing of this change. OPM just announced they are releasing a HR program who's goal is to create government-wide, modern, cost effective,standardized and interoperable HR solutions providing common core functionality to support the strategic management of human capital.. If OPM is going foward with this , why is DoD ? , spending who knows how much money, starting its own HR /Personel system.? This seems to be fast tracked, and that will only lead to problems. More info needs to be put out to the workforce. And a longer phase in would be prudent.