| Comment Number: | OL-10511497 |
| Received: | 3/16/2005 3:48:26 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 some very strong concerns in reference to the proposed National Security Personnel System (NSPS). I believe the proposed NSPS will undermine the Civil Service and hurt the mission of the DoD employees. This system, if implemented as proposed, will literally open a wider door for the management buddy network to expand even more. It is taking away all employees’ rights and giving full authority to our management, who are tax payers just as employees are. Bargaining rights are practically being dissolved. How can this be…..How can this happen? Wrong, so very wrong, was I to think I had a secure job with the Federal Government. Civil service job security will cease under this NSPS system. Congress must have had blinders on when this was signed into law. Surely, a government that cares for the good of the people would not have knowingly agreed to this! NSPS is a cold and malicious system that will work against dedicated government workers. You request comments. Here is my two cents worth. This is how much I feel I am worth under such a bias system. Though, before this system, I felt as though I was worth at least five cents as a Government employee. Government employee morale is so low and now this. Instead of our officials looking for a system that will improve morale, which in turn could re-generate the loyal and dedicated employee and produce high work output with enthusiasm; officials look for a system that will lower employee morale even more, produce competition and conflict among peers and practically take away employee rights. You request the commenter to refer to a specific portion of the proposal. Nothing was found in this law that supports employee justice. Though, the manager might be able to find justice on every word and sentence written in the NSPS law. The implication of this law expresses how indispensable a government employee will be and not how valuable he/she should be. The law is vague in areas. It is open to the issuance of other joint regulations to be issued at a later date, possibly causing more harm to the worker with these blind sided laws. There are no checks and balances in place to enforce the laws in this supposedly wonderful human resources management system. I request the law in its entirety be overturned. You request suggestions. NSPS will give rights to our management. A system that needs to be changed and looked into is how managers are hired. Most of the management workforce is followers and should not be sitting on the management throne. They are not people managers. They may be a program manager, though; the capability to manage a program does not instill employee motivation. It takes both, people knowledge and overall program knowledge. Time and time again, colleagues express their dissatisfaction of their management. The employee’s trust of their manager is just not there. This is not to up hold that all managers own poor management skills, but to say a majority of the managers do not know how nor do they care to know how to manage people. The proposal states “good performers” will be rewarded. Many good performers are not rewarded now!! How will NSPS change that? There is nothing in place in NSPS to enforce that a “good performer” will be rewarded. As a matter of fact, NSPS will allow a larger buddy system to grow even larger. It is because of this already existing buddy system, that the employee is endowed with a manager that should still be a follower. NSPS will not promote high performance, though, empathy from a true supervisor can. What is in this “now” personnel system that prevents a manager from rewarding good performance? Performance Management—Subpart D states that “Supervisor will be required to work with employees to establish performance goals and expectations that are aligned with mission-related goals; a process of ongoing feedback and communication between supervisors and employees will be essential; ratings will reflect meaningful distinctions in employee performance.” Sounds like fluff. This will only happen if an employee has a supervisor that is a TRUE MANAGER OF PEOPLE. NSPS will not inflect chastity in a supervisor nor will it inflect leadership abilities. The elements of a “good performer” are at the sole discretion of the supervisor. I would like the assurance that if I exalt good performance, I truly would be rewarded; however, I feel the reward will come more from being the manager’s pal. Employees will be in competition for the manager’s attention of a hopeful promotion. Colleague team commitment will be flushed. NSPS places our careers in the hands of the manager!!! It is a travesty when our own Government uses our dollars against us. News Update/NAGE Communications/Feb 1, 2005 states that “DoD’s plan to spend $3 billion on NSPS was irresponsible considering the $500 billion federal deficit, and the cuts being made to various defense programs that are much more important to the nation’s defense than a new personnel program.” I strictly oppose to a bias system that is not for the good of the people.