| Comment Number: | OL-10510003 |
| Received: | 3/15/2005 11:25:35 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:
The intent of NSPS is correct, to revitalize an older system but the older system is working as well as the personnel behind it's operation. The implementation of NSPS itself is already not functioning well, there are still a lot of civil service employees that are not familiar with the future personnel system. The line of communication is broken, I am still meeting civil servants that have not heard of NSPS, this may be reflected in the fraction of personnel that submit comments concerning NSPS. Section 7553 states, NSPS wants to make a more competitive and progressive employer...competitiveness withing it's own employees is not a good aspect, this will break down the team concept for employees not in the upper echelon or those at the bottom. The current system allows competitiveness in the form of the resume. Personnel must place information in thier resume that will allow them to be competitive during recruitment. There is no problem with the current system, personnel is the problem, if management allows immorale practice to continue, the result will be poor production. The process used to design and implement NSPS was crafted in 3 weeks, those 3 weeks will impact lives that have given years of dedicated government service. Restructuring a personnel system requires extensive study and research, an it does not seem as though careful thought was taken into account on how htis would impact lives. Particulary friendship and finances. Section 7555 talks of "pay for performance", we may all become contractors for hire. The human factor will always impact how person is compensated, the current system tends to hinder that to a degree unless someone is assisted with a promotion. The NSPS system will allow an even greater corruption and increased pay going to employees not so deserving because of performance, which is the intent but once the human factor takes control, because of other reasons. Currently, high performing employees are compensated with monetary awards or step increases, this makes sense providing thier supervisor takes the time to submit the proper documents for the recognition. Section 7561 addresses pay but is not a fair system, the ability to bring personnel into the service at any rate allong the band is similar to the current system bringing personnel in at any step. Both are unfair and a set new hire step or band placing needs to be established. Reduction in band is also not a motivator for anyone, especially those targeted by an unprofessional supervisor (they are out there). An employee reassigned for performance reasons should be given the opportunity to perform at his new assignment at least for 1 year before a rate reduction is made. They may have been the subject improper management & guidance. Section 7562 mentions management must establish performance expectations, this is done by the current system but unlike NSPS, the managers and supervisors have little impact of pay but can see that a person is reduced, reassigned or terminated/resigns for poor performance. Pay for results driven performance is hard to measure and all employees are not assigned the same job descriptions, forcing employees to compete against each other will create backstabing and withholding of information that may support the team so someone may give the impression that they are exceptional. Section 7563 giving staffing and employment sections greater flexibilities will strengthen the good ole boy network not the civil servants. To be employed by the federal government has always been an accomplishment for someone that gets hired, NSPS flexibility is taking that pride away. The current system makes it difficult for just "anybody" to get employed, leave it alone. Section 7564 gives no respect to personnel serving honorably for years, it does respect the disabled however the retention list for RIFs needs minor adjustment such as length of service, tenure group, and service connected disability. Address these issues and abort NSPS impl.