| Comment Number: | OL-10510950 |
| Received: | 3/16/2005 1:12:49 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:
NSPS has nothing to do with attracting high performing private sector employees or rewarding employees with superior performance. All of these things can be done under the current system if managers would do their jobs. DoD's primary interest is in reducing the amount of the annual pay raises for GS employees and having the ability to move civilians around more easily like they do with the military. In order for NSPS to be a success DoD needs better managers with high ethical character. There have been numerous DoD scandal's in the last year involving top DoD managers. I for one don't feel comfortable putting my career progression in the hands of top DoD officials who are clearly unethical. By all news accounts DoD officials are dismissing the 26,000 form letters they have received on NSPS. Why would DoD dismiss this input? Even if the input was a form letter an employee obviously took the time and felt passionate to make a comment. If DoD dismisses this input just because it is a form letter makes it clear that they really aren't interesting in input at all but are merely taking comments as a formality. If current managers would manage correctly the non-performers could be weeded out under the current system. I see daily, managers who don't want to take the time to document poor performance. NSPS is not going to magically transform these poor managers into good managers...even if they are certified under NSPS.