| Comment Number: | OL-10510158 |
| Received: | 3/16/2005 7:12:46 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:
It is evident from the lack of detail contained in the publication of the new personnel rules for DOD employees that something is wrong. It is also clear, that while some reason exists for change, the motive for the change is suspect. What is broken in the current system can not only be corrected, but used as intended to ensure mission accomplishment and requires little if no change to existing personnel rules. Accept responsibility and hold DOD managers accountable. Instead, DOD and OPM have created a system to recognize the poor organization performance of DOD with respect to human resource management. I remembered not too long ago when DOD officials and unions “partnered” to identify and fix organizational problems with hiring, performance evaluation, organizational effectiveness, building teams in accomplishment of work, and how the labor-management relationship should work in the federal workplace. I saw real progress made in areas where all facets of the organization worked and moved towards the future together. Then came the change in the prevailing attitude and progress stopped in its tracks. Then came legislation under the guise of personnel system reform that gives absolute, un-reviewable power to the Secretary of Defense. Check your attitude at the “meet and confer” door and approach finding meaningful change by working with the unions, instead of trying to diminish their rightful role in the workplace. Until you gain their trust, which is one of your key performance parameters, you will never have the trust of the workforce or their trust in any personnel system. Where you went wrong is simple. Under the enabling law, DOD had the authority to bargain at a level above recognition. You should have done this first with the resolve to collectively bargain with the unions changes in the current system. When parties collectively bargain they work towards agreement and solution. When one party dictates a course of action, they often disenfranchise the other party promoting dissention and dispute. DOD and OPM should use the upcoming “meet and confer” period as an opportunity to insert meaningful change in a system that has proven it’s worth over the expanse of time. If presented with such an opportunity, I strongly suspect that the unions would help you identify real problems and real solutions.