| Comment Number: | OL-10510654 |
| Received: | 3/16/2005 11:04:29 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:
I am very concerned about the rights of employees in retension of their jobs being as it seems that NSPS does completely away with seniority rights. Also are EEO concerns handled in NSPS. What safeguards are there in NSPS to prevent the good-old boy network from becoming all powerful. What's to prevent a supervisor from giving an employee that he likes a 10% cost of living raise and an employee he doesn't like a 1.5% cost of living wage, even though the employee recieving the 1.5% COLA is the more productive employee. In other words how is NSPS going to prevent discrimination based upon who a supervisor likes or dislikes. I see a potential for a good employee who does his job being on the low end of the so called pay band and a brown-noser being on the high end of the pay band. I see no safeguards in place for any of these concerns. As I see it NSPS allows the management to dirty deal people, jerk them here and there, and generally not treat them fairly without any accountability.