The document also describes several other issues involved
with the implementation of NSPS, including:
Interaction with Department of Homeland Security. “Because
NSPS and the DHS personnel, labor and appeals systems may
have common features, a process of effective collaboration
should be developed. Both DoD and DHS are working with OPM
and collaboration will benefit both Departments.”
Competing priorities at the DoD level. “The ongoing Global
War on Terrorism as well as the FY2005 (base closings)
process will likely have an impact on both military and
civilian manpower, including MIL-CIV conversion initiatives.
NSPS may facilitate thesemanpower changes; however, leaders
and HR practitioners may have limited time for NSPS issues
and deployment activities while they are focused on supporting
these competing priority issues.”
Maintaining effective relationships with employee
representatives. “The law requires collaboration with
employee representatives of bargaining unit employees in
the development and implementation of NSPS. It also
encourages collaboration with other appropriate groups that
represent substantial numbers of employees who are not in
bargaining units. In addition, it is desirable for DoD to
have an engagement process with labor unions that allows for
design inputs and issues to be discussed before the formal
collaboration process required by law begins.”
The report adds, “There may be reduced availability of
resources to provide continuous training and support to
supervisors and managers, a requirement that other personnel
demonstration projects indicated was necessary. Consideration
must be given to sustainable resources for training and support
in order, at a minimum, to meet the statutory requirement for
training and retraining on the performance management system.”
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