| Comment Number: | OL-10511026 |
| Received: | 3/16/2005 1:39:10 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:
Though I do understand the positives of this reformation, I still see many negatives. My main concern is when an employee encounters a manager who does not appreciate him/her. Though you might argue that as long as an employee does his/her work properly, there shouldn't be a problem, there are always circumstances where a person in a higher position doesn't see things in the same light. I know I have seen it, and I know other employees have too. I am also concerned about the appraisal system. From what I understand, if a person receives an excellent, even after working there for a plentiful number of years, could lose his/her job to an employee who potentially has worked much less but received an outstanding. This does not seem to add the fairness that NSPS has proclaimed. If the general schedule system has proven to be so negative that it needs reorganization, then wouldn't everyone who employs this method also convert to a differnt system. I'm not sure that this system willa attract the qualified employees that NSPS is professing either. Job security and annual raises are a part of what prospective employee look for. The sectors of government that still comply with the GS system will entice those qualified applicants to apply there. There isn't much stability in today's job market. If you take away that stability in DoD, you will more likely turn prospective applicants away instead of attract them. Just some thoughts of a concerned employee...