Does the new NSPS provide employees voluntary early retirements with the minimum years of service instead of having to stay within the current voluntary retirement term?
During my nearly 30 years working at Kirtland Air Force Base as a civilian, the appraisal system has been nothing but a beauty contest, where appraisals are based upon favoritism, nepotism, and just how much your supervisor and certifying official like you. With grievances of appraisals eliminated and changes to the appraisal system not being discussed, what accountability is in place to protect me and all the employees of KAFB?
How are our annual cost of living raises affected?
How are you going to track supervisors that have been trained?
How can a Board member be independent if they are appointed by the wolf trying to enter the henhouse?
How can the NSLRB be fair and impartial when they are hired and fired by DoD?
How can we trust an employer who will have the authority to overrule an Administrative Law Judges ruling without just cause? And will this Authority lie strictly on the appointed Secretary of Defense? Or will he be allowed to delegate this down as far as SSG Rock discussed earlier?
How did the public comment influence the regulations?
How does this affect seniority?
NSPS has no impact on an employee's seniority. However, because NSPS is a performance-based system, the proposed regulations give greater weight to performance in RIF retention by placing performance ahead of length of service. Employees competing for retention under RIF who have the same performance ratings will be retained based on length of service.
How will this be Pay-for-Performance and not Pay-for-Patronage? Where is the accountability of supervisors and managers?
I understand that individuals will be rated as a group. How will individuals be rated if not against a set standards set forth from their Standard Personnel Core Document?
If a person doesn't perform and receives no performance pay, will they still be entitled to an annual pay adjustment (cost of living and/or locality pay)?
If someone is scheduled to receive a with-in grade increase in January will the receive it or lose it?
Is it going to be a requirement that managers must be trained prior to assignment as a supervisor?
Is the current appraisal sufficient to use for "pay for performance"?
Since the Labor Relations statutes are rewritten so enabling regulations will supersede Labor/Management Agreements, to what level will these enabling regulation be delegated? OSD? SECAF? AFMC/CC? Installation Commanders? Or the shop level where SSG Rock, a new NCO with two paragraphs of reading in his PME on the Labor Relations, who supervises two or more Civil Servants will be authorized to write these regulations?
The FAA in Oklahoma has been under Pay-for-Performance for five years, and over 60 percent of the employees have not received a pay adjustment during this time frame due to under funding. What will prevent this from happening at KAFB?
Under NSPS, is it possible for a 25-year employee to lose their job in a RIF while a newly hired employee keeps their job?
What are significant changes as it applies to bargaining?
What assurances do the employees have these monies will not be siphoned off for wartime expenses of other mission driven expenses?
What if my supervisor writes an unfair appraisal, can I grieve it?
Who will be on the 'National Security Labor Relations Board?
Will the members of team Kirtland be receiving an annual pay adjustment in January?
With many military supervisors, how are we going to keep them trained? Right now it takes months to get to supervisor’s training and they may be gone in two years.
With the possibility of RIF or Furlough this year, where is the money coming from to train supervisors in the new appraisal system?