| Comment Number: | OL-10511449 |
| Received: | 3/16/2005 3:32:16 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:
Too much favoratism by supervisors to the elite few to give them this much power only the choice few will benefit from this change. Seniority must be presevered this is a right accumulated through a lot of sweat, and years of loyal service. All of these actions tell me that in the not so distant future this base will be privitized . I am a die hard union man with certain convictions. I am not willing to give up my negotiated rights without one hell of a fight. If in fact this is inacted i feel this will surely fail and thisbase will be closed. What kind of thinking is this? I think the cornerstone of change should be how best we can accomplish the mission with the best working relationship possible with the AFGE as the representative of the working people. Let's not forget who actually performs the manula labor.Improve the system we have don't create a monster when it is completely unnecessary. What incentive is their for us the DOD employees to even want to adopt this change someone please explain it to me. I feel some management people should be looked at there performance and there pay raises should depend on the peoples' input who work for them and there benefits and senoirity should be re-evaluated by there employees etc, etc, etc what kind of sense does this make. If its not broke don't fix it. We are our own worst enemies at times. The amount of money spent on impplementing these changes could be better utilized improving health and dental benefits for Dod Employees and there famalies. My own job security and future are at stake here. I made a committment to myself. the warfighter needs my best and the best is what we give. Why do governmental bureaucats want to dis-illusion the way i want to perform my job and the way i think with all these issues. If security is not tight enough- then TIGHTEN IT UP, PAY RAISES TOO HIGH Let's talk pay for performance but lets establish some mutual benefits guidelines that these will be adherred to by all. Not-negoiable.Other concerns rules and guidelines for grievances shall be negoiated on a fair and equitable bases. A fair deal for all employees with guaranteed salaries and better benefits for all is the way to pave the road for success. I personally feel that problematic employees should be dealt with utilizing the proper channels that is available within this sytem. As far as staffing goes that should be discussed and agreed upon with the union.There should be established quality improvement teams consisting of labor-and management with the ability to discuss as equals resolutions and possible needed changes for the betterment with the blessings of all workers. When such a large change is being discussed someone needs to talk to the people with all possible ramifications that must be considered. SOME REAL HONESTY HERE WOULD BE GREATLY APPRECIATED BY ALL.