| Comment Number: | OL-10511279 |
| Received: | 3/16/2005 2:51:27 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 faithfully served the DoD for almost 32 years under the current personnel system. The system is geared toward prevention of nepotism and enabling free speech without managerial reprisal. The current system already has capability to financially award high performers, although constrained due to constant reduced funding levels. I signed with the federal government to work at a site free of flying RPGs or bullets within the U.S. It is a system designed to reward those that remain dedicated to the success of the organization, regardless of age, through step increases. Like it or not, the federal unions have acted as an effective safeguard through the years as a check against proposed law and regulation changes to ensure fairness and protection of rights granted to the people of this great nation. It has not acted like some unions in the private sector forcing companies "down to their knees" or destroying their existence. NSPS holds characteristics not beneficial to the employees of DoD, or to the american taxpayer and adversely will impact the mission of the military service. Under NSPS our government bureaucracy demands to have the power to place civilians not trained or weapons equipped into harms way. I am over 54 years of age, is it right to send me to Bagdad into the battleground without my consent? How, under such a condition of employment is the government going to recruit and retain the best employees that will do the job duties best under such a duress factor? Under the guise of NSPS performance is the main factor just like the current personnel system, BUT with performance being judged totally according to the subjective view of a manager. One manager said, "if you think you kiss my back end now, wait until we go under NSPS!". Talk about promoting nepotism and not emboddying change within the federal government to make it more effective and efficient! Under NSPS young people would receive higher performance ratings due to their intellectual capability and the need by managers to ensure retainment of a future established workforce, thus older employees would become so agitated receiving no raises and finally end up leaving the civilian workforce. This is one way to replace the older federal workforce with "new blood", but is not justified against those older employees. That may be the major political agenda in implementing the unacceptable characteristics of NSPS....get rid of the older people by eliminating their COLA and step increases so they become so upset they leave and then the federal govenment can hire younger people at cheaper salaries and thereby reduce the current record-setting federal deficit. A major success consideration for NSPS, is monetary compensation. Where is all that funding to come when most military activities will be lucky to even fund their payrolls for the current fiscal year??!! Any funding would be constrained and it will promote individualism and lose-win relationships rather than promote teamwork. The government will become a turnstile for hirings and firings resulting in incompetency, instability, higher costs having to contract-out and high risk for adverse impact on military missions. NSPS is nothing more than a no-win situation for the taxpayer, the military personnel for which we serve and federal employees.