| Comment Number: | OL-10510522 |
| Received: | 3/16/2005 10:18:38 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:
Besides this open period for comments, what other involvement will there be of employees in planning, development and implementation of NSPS. You are looking for flexibility or so you say. It appears you are looking for firing capability of the core group(largest group of employees with years of service and knowledge based). If having a 'responsive civilian workforce' is your goal as stated then you should be preserving the rights and protection of the employees who have worked decades as honorable employees. The current system allows for disciplinary action for poor performance. The step increase is not a given but a privilege based on performance. If your managers used it properly it would not be routine. If they are not using it properly now, what makes a new system where you are rated on performance any more affective. There has been no management training or guidelines that ensures us as employees that we will be treated fairly. When was Public Law 108-136 abolished?? What about Title 5 Chapter 71?? Where is there adequate training in this new proposed system. DOD civilians should not be considered across the board deployable commodities. Serving our country in the civilian workforce has been an honor for many years. But deploying unskilled personnel (based on the realm of deployment), you are going to be causing undo stress, anxiety and turmoil. Why is the armed forces not being increased to do the additional jobs as once they were intended to do?? The unions have been a stronghold in protecting the rights of civilians for years. Their protection is essential to the workforce. The new NSPS shows that we will be loosing this protection. It is critical that we have an avenue for all actions taken against us. What in the new system provides this?? It appears to me that it will be the old buddy system and if you brown-nose your supervisor you will be looked upon kindly, but if you have a difference of opinion you can easily be released. This system is going to cause work to be tunnelled and not shared. What will be the incentive to cross train? Why share your job when your coworker can just take it from you with no procedures or protection in place? Is there a document of comparison that shows what is not working with the old system and how the new system will make it better?? With almost 30 years of service and dedication to my job, where is my protection in a RIF if seniority/performance are not used in conjunction?