| Comment Number: | OL-10500079 |
| Received: | 2/15/2005 8:08:01 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:
In a matrix organization, "Supervisor," as defined in Sec. 9901.903 could be multiple people for a given employee. Generally, those organizations take the term to mean the supervisor who is in charge of training and assigning the person to project teams (where they report to the supervisor who actually supervises their work). Assuming the former will retain the performance appraisal function, a pay-for-performance system makes monitoring on their part much more important. In the book "Execution: The Discipline of Getting Things Done," former Honeywell CEO Larry Bossidy writes that a full 40% of his time is spent on what he calls "the people process." Close monitoring of his people's performance is mainly what he means. For my supervisor (and many others, I'd wager), this will take major mental re-wiring. The scant attention paid to the need for monitoring in Sec. 9901.407, however, is not indicative of its crucial importance to the success of NSPS.