| Comment Number: | OL-10511788 |
| Received: | 3/16/2005 5:22:17 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 primary premise of NSPS is to reward performance and promote a more agile and flexible workforce. I am in total agreement with that premise. The current system was also based upon that primary objective as well. However, the reason that it did not work effectively was due to a failure in supervision, not the system. Perhaps stronger emphasis should be placed on preparing superiors and management through better education. My personal observation the past 21 years is of people being promoted into supervisory positions, with little or no training other than a mere orientation type exposure. I have personally supervised and managed for 10 plus years. In my opinion, more emphasis needs to be placed on leadership that builds trust and open communication. It is important to maintain a balance of power between management and employees to maintain sincere trust. Failure in the current system had nothing to do with a lack of performance, agility or flexibility. If the current system failed, how will NSPS bring about success, if the same supervision remains in place? If failure occurred in the current system, what is to insure that NSPS won’t have the same complications? When it comes to the personnel system, DOD’s autocratic approach thus far, has not been one of building trust. For example, let’s step back and evaluate the Darlene Druyun case. Senator McCain questioned, “Why this coercive behavior went on for so long without someone blowing the whistle”? Marvin Sambur, Ms Druyun’s own boss, ignored the ordeal and acknowledged on national television, how difficult and intimidating Ms Druyun was in her former position. Will the NSPS prevent or enhance this behavior? The appearance of NSPS is to give even more power to the “Darlene Druyuns” and the “my way or the highway” philosophy. All too often, in my own career, I have witnessed people promoted solely based upon popularity and favoritism. From my observations, I believe that NSPS will only serve to strengthen the number of these cases occurring. NSPS will also make it much easier for the “Darlene Druyuns” of the system to succeed under the guise of their own greed and agendas, as opposed to performing and upholding DoDs real core values. Perhaps NSPS does possess some benefit for improving our methods of personnel management. However, again in my opinion, the current system also offered the same benefits. My purpose is to try and call attention to the “real” reasons that the current system failed in the first place. Unfortunately the real test will come 5, 10 or 15 years down the road as to the real effectiveness of NSPS when it becomes law. Leadership, Education, and Preparation in supervision are the real keys!