| Comment Number: | OL-10509986 |
| Received: | 3/15/2005 10:51:38 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:
To Whom it May Concern: I'm a nobody civilian mariner employed with the Military Sealift Command. My pay grade is WG-11. This will be my 3rd 6 month Persian Gulf tour in support of Iraqi Freedom. Life at sea as a caucasion male with multilpe college degrees comming from a true performace review system at IBM is exceptionally hard with the paramilitary mentalitay and attitudes aboard MSC underway replenishment ships. There is a distinct old boy prior Navy service and pro African American biasness within the organization. I read through your NSPS website and have some major concerns. How will supervisors and managers receive their performance reviews? I read page after page of how people can be disiplined and how they can appeal, etc., but it seems to be a candy coated top down version of the old system. Present MSC management & supervisiors act as mini-Emporers now. Without any checks and ballances comming from below in the form of union barganing, or a good portion of managerial & supervisory performance reviews comming from the people that serve them, the situation proposed by your new HR system will cause a massive exidous of quality mariners within MSC. The NSPS system may be a good idea for GS-15 or Executive Service demi-gods, but for us joe schmoe federal service civilian mariners that are not privy to some 'click' it's a death sentence in terms of quality of life, promotion opportunities, and wages. I joined MSC in the aftermath of 911 to serve my country, but now I'm looking for other employment in the private sector. If the DoD truely wants to have an effective HR system, please model it after a corporate model such as IBM's. There everyone's performace evaluation is rated at from both the manager above you (55%) as well as the personnel that serve under you (45%). With that kind of system the old boy networks die, productivity increases, and professionalism if shoved to the forefront.