| Comment Number: | OL-10510392 |
| Received: | 3/16/2005 9:20:47 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:
General: I believe that the proposed NSPS rules will be ineffective in maintaining a DOD workforce that is managed through fairness and not the good old boy system. I have been one of the good old boys through most of my 29 years of Government Service but I have seen cases where people would have been treated unfairly under the proposed rules. Under the old system, supervisors were forced to act fairly to all employees regardless of age, sex or member of a certain class of people or friends. Subpart C Pay, Sections 9901.301 to 9901.373 The employees in DOD should continue to recieve the same annual accross the board adjustment that other GS/FWS workers receive. In addition, the individual pay increases for performances should include guaranteed percentages in the regulations so that employeess will understand the pay system and what their pay increase will be depending their performance. The amount allocated should be set forever with in increase for inflation. If it is just set through 2008, then other things will be more important and the money will be sent to other pressing needs such as social security. In our quest to do all things for everybody our government will always be short on money. I have received a superior performance rating for most of my 29 years but have only gotten one Quality step increase. Money was always to tight and a small performance award was given instead. Why would things be any different now? At least I got mandatory step increases or I would only have gotten cost of living increases for my entire 29 years. I have been a supervisor in the old system and time is to limited to do performance management on a fair and consistent basis. Please leave the system as is to insure that employees at least get some type of raise on a consistent basis. Subpart D Performance Management- 9901.401 to 9901.409 In order to insure fairness and accuracy, DOD employees should be able to appeal any performance rating to an independment grievance and arbitration process like they can do now. This functions to keep supervisors honest and helps to advoid the good old boy system. Subpart F Workforce Shaping 9901.;6012 to 9901.409 DOD should not change the current layoff/RIF rules which give balanced credit to performance and the employees valuable years of committed service to DOD. Subpart G Adverse Action - 9901.701 to 9901.810 Due process and fairness demand that the independment body reviewing a major suspension as termination be allowed to alter the proposed penalty, if they deem it to be unreasonable. The current standards approved by the courts to guide such bodies should continue to be used. Subpart I Labor-Management Relations- 9901.901 to 9901.929 The labor management law that has governed tha employees' right to organize and engage in collective bargaining has worked well since 1978, There is no compelling reason to take away most of my collective bargaining rights or grievance rights. DOD should not create a "company dominated dispute board." Any dispute board must be "jointly selected" by management and the Union. Please post a written response to all of my comments.