| Comment Number: | EM-017602 |
| Received: | 3/14/2005 9:06:42 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:
March 14, 2005 DoD NSPS Comments , DoD NSPS Comments: NSPS based on performance is faulty and treats employees/supervisors as generic units. Supervisors and employees are first off individuals with different expectations and thought process. This allowance for individualty is what makes this nation great. It can not be ignored. Supervisors have individual thoughts when it comes to judging employees. Many examples: One supervisor may have a higher standards for an excellent than another supervisor. One supervisor may be more tolerant of helping employees deal with family and personal issues and not hold it against them. One supervisor may like employees that are drivers than an employee who is a follower, even though the follower may offer more in actual production. Some supervisors will give the best ratings to their lunch pals. This is not speculation but true. As far as supervisors getting training they need not to fall in these traps is highly speculative. Where does the money come from. Bottom line there is just too many variables in supervisors and employees to base the NSPS on. What we have now are standards that protect against clouded individualism and unfairness. And in the long run, a bad employee will NOT advance to a high position or position of responsiblity if he's not doing his job. The whole premises of basing job security and pay on performance is to give a green light to treating employee's carreers with emphasis on the volatile of one persons opinion of another. Another problem is this ability to pay bonuses to new hires. What's wrong with the old system, hiring them as interns and then assession their true contributions to the organization. Rewarding them right off, well, where do you go from there to keep their egos in tact. Keep giving them high bonuses. What about giving them time to prove theirselves and then getting a bonus. At one time, there was bonuses based on performance. Employees hated it except for the ones who got it. Nothing so demoralizing than seeing the same people getting awards all the time when you worked just as hard as them but not so dramatically visible. Sincerely,