| Comment Number: | OL-10510713 |
| Received: | 3/16/2005 11:31:06 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:
Having read the proposed regulation my suggestion is to throw it out and start over. It is obscure, vague and seems to be something someone threw together to meet a suspense. It doesn't define anything except the employee rights that are being waived. Example: 9901.712 Mandatory removal offenses. There are no offenses outlined, so depending on a supervisor's mood that day and employee could be seperated for spitting on the sidewalk. Example: SubpartC Pay and Pay Administration: Peformance Pay Pools. It talks about a pay pool manager for rating determination and distribution of payout in a given pool. Who defines the pay pool manager? At this installation, we have been at the mercy of the number crunchers for years. We are to the point where DRM even tells a Commander/Director what job descriptions better suits his employees. Of course, they are not in the organizations to know but it makes not difference. Because it isn't defined, chances are it will be an arbritrary appointment ,political in nature, and someone with no knowledge of your job will now be determining your future. As an individual who has worked my way up from the bottom, I resent the idea that after 25 years, everything I have worked for will be given away by political appointees. Apparently, the 30 people who came up with this plan have never worked in the trenches at the installation level, neither had the 120 additional people they showed it to. They've never had to bring their own toilet paper to work because a contractor defaulted, had to apply for their own job, worked in WWII buildings where you could fall through the floor, had no working heat but had asbestos and lead, or had someone scream at you across your desk because to them, as a DOD civilian, you are subhuman and it's their right to treat you that way. I've read many of the other comments and agree with 95% of them. I've worked with both military and civilian bosses and have had good ones, bad ones, ones that didn't care, vindictive ones and ones that were it the "screw up and move up" catagory; unfortunately, the good ones were way too few and moved on way too quickly. I've been a victim of RIFs and civilian bosses who thought women should never be higher than a GS4, regardless of her performance level, experience and abilities. I've had as high as four military supervisors in one rating period and had my job moved from one section to another because my military supervisor couldn't/wouldn't rate a civilian. Now my career is in the hands of these types of people (and believe me when I say none of these supervisors are exceptions). As I write I know all of the comments, including mine, are fruitless. DOD civilians are again being used to bail out another program, just like we were to bail out Social Security. Now not only will I probably never see another raise (should I be lucky enough to hold on to what I have) but I won't even have a retirement (yes, I'm under FERS)....thanks for caring.