Comment Number: OL-10509909
Received: 3/15/2005 8:54:01 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:

SubPart F, Workforce Shaping; I strongly feel the proposed NSPS would excell abuses in hiring practices, Merit Promotion and EEO Principles. As a former employee at the DFAS-Indianapolis Human Resources Directorate, I have experience abuses in the hiring and selection process. I served in several HR positions mainly due to reorganizations over a five year period. I completed my education, achieving an GPA to qualify under the Superior Academic Achievement provision. I applied for several developmental positions within the organization as did other employees under these provisions. Qualified and referred, I was never interviewed, the same situation for other employees within the organization. DFAS HR found outside college students more appealing than their own employees. DFAS-IN cites performance to justify there hiring and non-hiring of these own. I found it necessary to leave DFAS-Indianapolis in order to get promoted in another DOD non-human resources organization. I have continued to apply for the same positions at DFAS-Indianapolis for the past three years with the same results, never a interview, sometimes an acknowledgement of my application. This is DOD HR at its finest. Organizations currently do have the ability to streamline their hiring, choose whom they want and push the so called Merit Promotion Principles under the rug. What more could an organization want? I don't think DFAS-Indianapolis can get any more flexible in their hiring as proposed under NSPS. If you never get interviewed and there are no actions or remarks that can be applied under EEO laws, the organization slides by. Trick of the HR trade. Criteria for performance is based on what management want it to be. DOD need to police the current system, therefore saving the time and needed resources on NSPS.