Comment Number: OL-10510755
Received: 3/16/2005 11:47:25 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:

Comments on Proposal NSPS Regulation RIN3206-AK 76/0790-AH82 I am a very concern DOD employee when it comes to implementing this regulation. There are so many flaws that I personally fill like my loyalty and patriotisms for my nation is in question. I have been associate with the DOD for 26years. As a member of the military and now as a civilian employee, I would like to address some of my concerns about this regulation. The regulation states it is designed to promote a performance culture work force to recognize and reward DOD employees. This process is already in place from grade increases to giving employs bonus. Why are we re-inventing the wheel when we already have a system in place? I also want to know what the current GS pay scales have to do with Home Land Security. "Nothing" In other words this Pay Band is useless. The current pay system currently in place is already taking performance, completive in setting salaries with duties. Each year DOD employees are involved in participating in the total force effectiveness program. So why change thing? There are no real examples that tell the employee what would be reasons for being fired? Is this something that is going to be design as things come up? In other words, we'll make it up as we go? And what about promotions, theirs nothing about how you can really be promoted. No guide lines in either case. There are really no provisions (recourse) in this reg if an employee is fired and a Union represented to assist them on getting there job back. The ex employee is screwed, because the Union can not represent them. The regulations is saying the Union was able to get a lot of thing for you while you were a separated and not part of the Home Land Security Family. Guess what, every thing you had before is now gone. Like it or lump it. Setting and adjusting Rate Ranges is that not what we have now with step increase and being promoted. When you are promoted under current system your new pay is adjusted to reflect your promotion using current GS scale. Pay Banding is not needed; the system we have now is a good system. Again I say, why re-invent the wheel when the wheel were using is meeting are needs. Locality Pay - Currently locality pay is based on the area you live in and is added to your total salary. Market Supplement is based on your area as is Locality Pay. Why re-event the wheel? Performance Base Pay - This is a big concern to me just like everything else I have mentioned. This method could be a cluster; this change to evaluating employees reminds me of the Good OLD BOY SYSTEM when it comes to who gets what on there evaluation. There are too many things that could cause the pay system to be unfair to employees. Example - Nepotism could be a factor in your appraisal if you get an out standing rating or a poor rating. Other factors could be used also that has nothing to do with your performance. It could be simply weather your supervisor like you or not which could decide what the out come of your appraisal is. There are so many things wrong with regulation as I said earlier that scares me about it being implemented. Current system has worked fine for years. And it is good through the 21st century and beyond. Thank you