| Comment Number: | EM-001295 |
| Received: | 2/24/2005 3:23:37 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:
Section 9901.409 Rating and rewarding performance. There is a genuine fear from the majority of the workforce because they know that, generally, many supervisors are not good managers of people. Building a pay for performance system that people believe is credible and is one they can trust is critical to the success of the system. Establishing an Department-wide evaluation system that allows subordinates and peers to rate supervisors provides balance and a firm foundation for credibility and trust that is missing now. Supervisors are frequently accused of favoritism and discrimination, and there is a genuine fear on the part of the workforce that pay for performance will fail because the individual rater is not the best person to evaluate a subordinate employee's performance. It makes sense to have a full and diverse evaluation of any employee where subordinates, supervisors, customers, and peers have a role in the employee's rating and shaping the employee's developmental activities. This would be pay for all performance, not just the performance as seen through one person's eyes. _________________________________________________________________