| Comment Number: | OL-10512078 |
| Received: | 3/16/2005 8:57:37 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:
We the people have formed a more perfect Union. Why start with this most profound statement one might ask? Because it is the esssence of who we are as Americans. As a Federal Servant, I am greatly alarmed by this legislation and the possible future ramifications to the Public Trust that will be completely lost after only one year of this framework for federal government.One key component missing in this new system relates to who will be around to say no on behalf of the Public's interests. Civil Service rules, regulations and policies create a structure for federal service that requires employees to not be fired at will for saying no when they must say no.Key issues related to both the performance aspects and conduct that make it possible for managers with their own agendas to drive responsible and ethical personnel out of government and replacing them with "yes" men/women who will follow orders and ask questions later will be the only ones left. Managers are not held personnally accountable and are not addressed with great detail. If you have a corrupt, unethical or bully as a manager, how does one stop their evil intent within this system. How will they be monitored, controlled and subjected to discipline? If a federal employee under one of these unsavory persons says no this could be interpreted as a "behavior" or attitude problem and would be fired, downgraded or never recieve equal compensation for their hard work. It identifies "performance" with very subjective words such as behavior, attitude, etc. If the person doing the measuring is unethical, illegal, immoral or not out for the Public's Interest, then they purge government of the people who will defend the rights of the people without being subjected to firing and then fighting for their rights.The attorney fees are reduced/gone making it even more impossible to say no.What about managers that lie, cheat, steal and are taking kickbacks? Who will turn them in under this system?Right now torture is the reward of the whistleblower, how will this system promote telling the truth or blowing the whistle on anyone then.NSPS is a disaster for the future of government.In addition, it will make it possible to remove career employees quickly, replace them with contractors being controlled by managers who are not qualified or competent. The will get their positions by their connections not their qualifications.Now they will corrupt government by hiring their friends as contractors who will do what ever they tell them too. Once again, who says no on behalf of the Public Trust and individual citizen who pays enormous taxes.This trust has eroded to almost nothing and this system will provide opportunities for more corruption. We suffered greatly due to the "torture" scandal and the lowest people on the totem pole were following orders that came from the highest levels.Who went to jail?So with this system, who will defend the rights of individual citizens. The greatest defense for our National Security interests is not purging government of the career employees but ensuring current managers in DOD lead not dictate.This system will not promote creative and critical thinking but completely stomp it our due to fear of reprisal or in this case removal from federal service.The pay banding and RIF procedures proposed will promote an even more nepotism and "good old boy" networks than before.The managers must change first and be educated in the new paradigm that requires people to ask tough questions, be willing to take risk on a regular basis and be lead by leaders.You must clearly identify the "structure" necessary to support employees who will not just follow orders and lead their men to torture others, or massacre villages, or issue contracts illegally to their friends for kickbacks, or speak up when they must about wrong doings. This structure must hold managers personnally accountable for prohibited personnel practices, unfair labor practices, discrimination, retaliation, etc