| Comment Number: | OL-10510034 |
| Received: | 3/16/2005 12:12:57 AM |
| 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 A-General Provisions- 9901.101 – 9901.108 For the continuing collaboration process to be fair the number of union reps should be equal to the number of people the Secretary involves in the developing of the details of the system and all should have equal power to make changes. Subpart B-Classification- 9901.201 – 9901.231 At the time of pay-banding conversion, the employees in the middle of a step increase should get a pro-rated raise for the time they have worked in the current step. Subpart C-Pay and Pay Administration – 9901.301 – 9901.373 We should keep guaranteed pay increases based on time in position. This method gives the employee incentive to do good work and improve. The guaranteed step increase in pay is reward for staying with it and working towards the next step. If under NSPS this guarantee is removed and the employee is working hard for a pay increase this year and the manager refuses to acknowledge this hard work with a pay increase, why would the employee continue working harder if he never gets a pay increase due to poor management of the pay pool? The incentive to improve is gone. Subpart E-Staffing and Employment- 9901.501-9901.516 An employee should go through one and only one probationary period even if he takes a promotion. The probationary period of one year is more than enough time for someone to prove their reliability. Subpart F-Workforce Shaping- 9901.601 – 9901.611 Veteran’s preference should be reduced to only individuals that are involuntarily drafted into the military. People that chose the military as a job should not get any advantage over someone that chose any other profession for purpose of RIF, hiring, promotions, or any other matter. Subpart I –Labor-Management Relations – 9901.901-9901.928 The labor union should retain its power to negotiate its own agreement directly with management and management should be required to come to agreement with union before taking action. This balance of power is what makes for a solid workforce and keeps working conditions reliable.