| Comment Number: | OL-10510399 |
| Received: | 3/16/2005 9:23:36 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:
Pay Bands: Flexibility to assign work could mean an reassignment of work at a lower level with less pay. This is not good. It could also lead to assigning a person to deployable positions which creates instability and hardship. Rewarding personnel because of performance only and not longevity alienates the corporate knowledge base and creates a "me first" and "keep it to myself" work atmosphere. It destroys teamwork and the ability to work with older more experienced people. Detailed job descriptions must be retained to inform a person of his duties. Wide, flexible descriptions can have an adverse effect on the workforce by reassigning people and disrupting the work flow if another program requires personnel and these personnel are obtained from a lesser but still important program. NSPS Guiding Documents: Is the present system really hindering The Department's mission? No proof has been submitted by the DOD and this whole move to change the system seems wasteful and costly to the taxpayer. Modify the present system to allow pay bands and bring back the 5 level rating system with adequate controls to prevent the "good old boy mentality" instead of the pass/fail system we now have to adequately reward the hard workers. There also must be a real monetary commitment to provide on the spot awards and not make them the "it's that time of year for awards" fiasco. Workforce Shaping: Retaining personnel based solely on performance and not seniority creates a very bad scenario of losing our corporate knowledge. Don't we want to keep the most experienced people?