Comment Number: OL-10509952
Received: 3/15/2005 9:50:01 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:

Part II of the Department of Defense Office of Personnel Managment #Performance Payout states that if a person has reached the maximum salary in their payband, there will not be a salary adjustment other than the possibility of a locality raise. If this is the case, the contribution being made into the retirement fund will remain stagnant, which of course, will hurt the employee when it comes time to retire. Staffing and Employment-Subpart E: If the hiring process is combersome, it seems to me that can be corrected without revamping an entire system. There has always been a provision to hire temporary employees, I was one. When the need and/or money went away, so did the temps. Having career conditional employees gives the managers the opportunity to see what they are getting before they are permanently on the rolls. That seems like a better way of doing business than changing the entire system. According to the "Myths and Facts" of the NSPS, the sending an employee anywhere they are required is already in place. It states that NSPS will reduce the need for the military to do civilian jobs. What happens when it comes time for a sailor to rotate from sea? This all sounds like smoke screening to me. Just a couple of weeks ago there was training on this system. Most of the questions asked could not be answered. How can a totally new system be put into place in such a short time when none of the details have been worked out? How can it be called training or information when the person did not have the facts? We left with more questions than got answered.