| Comment Number: | OL-10511242 |
| Received: | 3/16/2005 2:42:51 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:
The Case for Action refers to core principles (pg7553) but does not define them. Process This process took only 3 weeks and it shows by the lack of detail, at least FR vol 63, no 7, March 25, 1998 plan for Waterways Experiment Station had a table which correlated GS scale with proposed pay bands. Process What will the PEO do? and are they going to be the same people as component managers? "Dual-hatted??????" Where are the checks and balances on the leadership? Guiding Principles and Key performance Parameters With whom is the federal worker competitive? this has to be clarified by the persons using the assumptions which have been used to develop this proposed reg. Guiding Principles and Key performance Parameters “fiscally Sound” Doesn’t Congress have something to add here? Classification-Subpart B , 9901.105 (c), 9901.211, 9901.212, 9901.221, How will the occupational categories be grouped and what are other related purposes? The lack of definition implied by broad occupational career groups means that a lot of hirees will not be qualified to perform their job and employees may be promoted because thier supervisor likes them or is related to them or is indebted to them.etc etc. Pay and Pay Administration –Subpart C, 9901.301, 9901.311, 9901.401 Who is going to rate performance of a team? Has any one of the DoD leadership responsible for developing this reg ever served on a disfunctional team? Staffing and Employment- Subpart E It seems that a majority of the civilian work force is flexible, has shown that it can adapt to mission changes whether the are essential or not. Changing mission requirements with changing military commanders has proven this to be the case.