| Comment Number: | OL-10500197 |
| Received: | 2/15/2005 2:33:04 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:
My concerns are the following: 1. I have a different military chiefs every 3 years. This evaluation system is only as good as what by "boss" is familiar with. What system is in place that will ENSURE that he/she knows how to operate in this system. They don't even know how to operate in this "old system" that we have. 2. How will pay increases be funded? Currently, outstanding work is funded by our internal "budget." Our budget is fairly small, and our rewards fairly small. I rely on our current structure (step system) to compensate me fairly. If you take the step system away, what other buffer systems do you have in place to ensure a fair system. 3. The current step system buffers for factors such as "bad bosses". What system is in place to protect and ensure fairness in this new system. It would be a great program, if we, could rate our supervisors as well. This makes them accountable for their lack of or good leadership qualities. In this proposed system, it does not take this into account. So much emphasis is placed on the ratee vs. the rater. The rater is much a part of "the system".