| Comment Number: | OL-1300000 |
| Received: | 2/14/2005 8:58:52 AM |
| 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:
Addressing Staffing and Employment as well as Pay Administration As a federal employee for more that 15 years, I see a great many problems resulting from bad managers. Too often people in positions of authority are poorly trained and create havoc for the people who work under them. This new system will only multiply that problem. Power corrupts and absolute power corrupts absolutely. Mangers will have too much authority to hire and fire, and the good ole boy system will prevail. Having to compete for a top wage will only create animosity amongst workers. In my group, we work as a team to produce a quality produce--each one of us is outstanding. Under the new system only a few will be able to be rewarded. There will not be anywhere near enough money alocated to reward all of the outstanding people in an organization. Most of the money will be spent on attracting new, already trained workers and loyal, dedicated workers will be left with the scraps. Only those people who "toot their own horn" and those who are aggressive will get the top pay. Will only those people with no responsiblility at home or those who are able to work late and move about the country easily be getting the top wages? How will my job ratings be affected if I have sick children or elderly parents whom I care for at home? Addressing the Section on Single Process and Standard for Unacceptable Performance and Appeals There are not enough checks and balances in the new system. Poor managers will have too much authority and workers' rights will be waved. There needs to be an independent third party review in place. This system creates an even greater need for an elected employee representative. The legal standards for discipline and removal actions need to be made clear with disclosed procedures for addressing emplyees viewed as poor performers.