| Comment Number: | OL-10511611 |
| Received: | 3/16/2005 4:19:32 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:
1. My response to this new system is that in many cases, DOD has not shown the best track record in managing its military workforce-too many layers of middle managers and top managers that don't know the job and aren't trying to learn, yet hold the lowest and lower level personnel accountable for rejects,poor performance, low productivity, slow responsiveness. What, other than what is outlined in the NSPS regulations, enables DOD to capably manage civilians to respond to mission readiness when DOD has been ineffective with the workforce it already has? 2. NSPS implementation also allows DOD to circumvent, ignore, or bypass Title 5, all in the name of "national security". Hiring opens the door to bring in friends and co-workers leaving active duty on Friday and starting civil service on Monday (this already occurs to some degree) at paygrades GS 13-15. Firing rids an agency of a civilian that does his or her job (no extra frills) and say, "it is a matter of national security", for letting the individual go because that civilian is too slow or too old-this has been a protection, however, is DOD looking for ways to go around the existing laws? The military has quite a number of personnel that are incompetent, but are hanging on until retirement. 3. Performance management will hold civilians to a different standard than the military active duty, and save the government money by not paying these people-will the rules be re-vamped for everyone? It will save the government money!!! 4. If civilians need to be deployed to anywhere in the US all in the name of "national security", DOD exemplifies an inability to manage its existing enlisted and officer workkforce to meet this need-so use civilians? Go figure!!! 5. What, other than demonstration projects have been a test to determine DOD has a more "excellent way"? If DOD is using Homeland Security as a measure for an agency existing since Nov 2001, what criteria will DOD measure to determine Homeland Security has been effective in managing its workforce?