| Comment Number: | OL-10500221 |
| Received: | 2/15/2005 3:38:09 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:
At first it seems logical, trying to pay employees for their performance. What management must do to accomplish this task is to be able to delineate the fine differences between the many performance categories that will be needed to rank employees. To say one employee is Excellent-high or another is Outstanding-low and to make pay decisions based on this degree of subjectivity, is ridiculous. What we will be doing, is increasing our emphasis on the performance appraisal, knowing full well from history how inaccurate they are. Performance appraisals increase competition between workers, thereby reducing their desire to team with each other. With our emphasis on teaming, this seems like a paradox. These appraisals also encourage micromanagement of employees, in a time when empowerment is supposed to be our direction. Maybe workers rights are returning to a time in this country when there was only the greed of the entrepreneur that mattered and workers were expendable units. One would hope that this country would increase worker rights over time, not diminish them! Using the private sector as an example of how to pay employees, is a poor benchmark to use, considering how much criticism it has received from management mavens like Dr. Deming. It seems as though our new personnel system will be based on just that.