| Comment Number: | OL-10512204 |
| Received: | 3/16/2005 11:38:24 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 too am offended by the use of “national security” to describe a personnel system. What happen to the use of “Human Resources” or better “Human Capital?” The average age in our agency is 50 years and now that is a “national security” problem??? And, do you think that “national security” is a name that will attract the youth of tomorrow??? “National Security” is a name that reflects workforce mistrust before you are even hired. The NSPS presumes that all supervisors treat employees equally. Not true!… which is why the current personnel system works well. Under our current union agreement, supervisors still command have a lot of power over employees but cannot abuse their power. Now, NSPS opens the doors for the abuse. Other problems: • Some employees must complete the annual financial disclosure, which is reviewed by supervisors. Employees doing financial better than their supervisors will be subject to their jealousy and reassignment actions causing financial hardship for the employees. • No formal supervisor training. Three promotions in my agency were given to supervisors that did not have a bachelor’s degree. Thus, non-professional supervisor basically ruining the lives of employees. • Random reassignments, especially to a war zone. The use of civilian workforce to fulfill jobs since there is not enough Soldiers to fill them. • Integrity of the civilian workforce will collapse: less willing to report fraud or abuse without repercussions. • Pay and benefits don’t compete with private industry therefore more Government vacancies for a lot longer time. Also, fast personnel turnover can hurt the Government, too. There is very little incentive for new employees to stay 30 years with any employer, therefore… •…the Government becomes just a training venue and does not reaps the benefits invested in the students. By the time the students are trained, many of them will be more competitive for jobs in the private sector. In current Government training programs, the younger employees are trained while in college, and don’t return to the Government after graduating. They are counting their experience as a student to get better private jobs. What is the success rate for attracting candidates off the streets using the Defense Examining Unit? • Age discrimination under the “pay for performance” concept. The NSPS is designed to drive out the remaining employees on the civil service retirement system (CSRS) because it has become too costly to manage both FERS and CSRS. I still hear supervisors in our office asking older employees about their retirement plans or striking up conversations about retiring thus causing the employee to discuss their retirement plans which includes their financial affairs. It is nobody’s business!!!! Employees with many years of service will always be perceived as under-performing and eventually terminated.