| Comment Number: | OL-10511027 |
| Received: | 3/16/2005 1:39:30 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 personally stand to prosper under these proposals since I do work (and my bosses have told me good work), I recommend that DOD, OPM, and DOL does not adopt this system. My recommendation is based on my observation of DOD as a system, and not on present supervisory chain, duty station, or subjective motives. I recommend against it because DOD is a hierarchical, authority driven system. Obedience to authority will be rewarded rather than innovation and personal risk-taking, which is required for doing work, to say nothing of performance at a level affecting pay setting measures. In fact, risk-taking is defined as dis-obedience to superior orders and authority, rather than a process needed in order to get work done. Also, subjective judgment will measure performance rather than facts and material proof of performance. Those who pay hommage to authority are viewed as performers rather than those who do the work. Personal, subjective faver is given to those who make thier bosses feel a given way, powerful, smart, capable, and so on. Those who risk working sometimes make the boss look bad, and are rarely looked upon as risk-takers perhaps causing some pain that is needed in order for bosses (everyone really) to grow (people fear growing). Yes men (people) are rewarded, others are punished. Moreover, managers error too. My observation of management error in DODs hierarchical system is that responsibility falls to subordinates rather than managers taking the personal risk of taking responsibility for there own error. Those who demonstrate obedience to superier orders will be seen as demonstrating work output rather than those who are proactive, demonstrators of value-added, materiel output. You people must consider that you are attempting to change a culture based on authority and obedience. Obedience to authority is DOD's culture. It is wiser to change DOD's culture rather than punish risk-takers for thinking out of the box, or, specifically, thinking. Consider Abu Ghraib. Facter in Afirmative Action requirements for social enginerring of the Federal workplace. There will be endless grivences based on ..isms and reverse-isms and the real workers will be, again, punished. How is monitary reward equally apportioned among different minority groups, handicapped people, educated people, military retirees, the elderly, interns, among genders? Or are preferences given among groups? Finally, NSPS is absolutely unwise and shall precipitate not only the exact opposite of what it is suppose to address, but can only produce a de-evolution of DODs previous progressive advancements. If you people want to change DOD's culture and infuse leadership, then do not implement NSPS. Instead, change DOD's culture and start to infuse it with leadership rather than punishing the people who work, as NSPS can only precipitate.