| Comment Number: | OL-10510883 |
| Received: | 3/16/2005 12:45:03 PM |
| 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 have attended NSPS briefs and have reviewed the FAR regarding NSPS. I am extremely concerned that a document has been submitted for public comment and congressional action that is extremely broad in its definition and implication. Many parts of the document refer to powers granted to an office/individual, yet specifics are not included. There are many, many unknowns that really need clarification before the proposed implementation date of July 05. I will have 30 years of government service this year. During my first fifteen years of service, I was affected by each realignment, reduction-in-force and service reorganization because of my lack of seniority. I worked to achieve a degree to better myself. Now that I have reached an age with seniority and attained my goal of a GS-12, paybanding is going to remove my grade designation and NSPS is negating the seniority that I've attained. All the dollars that are currently paid out for within grade step increases, cost of living increases and performance awards are going to be set aside into one pot of money. These dollars will then be distributed based on performance. The extreme good performers will be rewarded and the actions of the extreme bad performers will be addressed. But, what about the all dedicated, good workers in the middle? Performance is a hard word to define. What one supervisor considers a good performance, another supervisor will not. I have seen these inequities many times throughout my government tenure. This will vary not only from office to office, but service to service. How does NSPS prevent the return of the - good old boy system?