| Comment Number: | OL-10500238 |
| Received: | 2/15/2005 5:11:37 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| Attachment: | nsps comments.doc Download Adobe Reader |
Comments:
1. Can your pay be decreased based on your performance? 2. What about favoritism? Although it is not legal to pre-select for jobs, it happens. What mechanism will be in place to assure that you are fairly rated? 3. Not all supervisors are good supervisors. Many supervisors will take the easy way out in order to avoid conflict. In the current system, this type of supervisor is allowed to continue. How will this type of supervision be dealt with in NSPS? 4. What incentive does a Military supervisor have to rate you fairly? It is hard to get them to even complete your Performance Appraisal on time in the current system. NSPS states that civilian supervisors have an incentive because they fall under NSPS but this isn't the case if your rater and senior rater are Military. 5. With more and more civilians deploying to danger zones, why aren't they recognized through some type of preference similar to Veterans Preference? Can this be built into NSPS? 6. NSPS stresses performance over seniority. Many career civilians (the graying workforce) are loyal and dedicated employees. They have worked hard to get that "seniority" status. Will they be grandfathered? Although it is sad to say, during a RIF, it is “dog-eat-dog” and people will go to any length to save their positions. For example, a young good looking male or female may pursue favored status/treatment from the supervisor or other employing official in order to not be RIF'ed. 7. Although the system rewards the good performers, some of the underachievers really don't care. They are happy to sit and let the good performers carry them. What are the NSPS guidelines to prevent this from happening? For example, the underachiever may produce unsatisfactory work while the good performers is asked to redo it because they take pride in their work, are loyal to their command and dedicated to the successful completion of the mission. Will there be a 3 times your out rule? Of course unless the supervisor documents the underachievers, instead of taking the easy way out and giving them a good rating too, this will never be identified. 8. Unfortunately, we have cut-throat employees who do not share information, and through their close-hold, "good old boy" network find out about projects before they are announced, run to their supervisors and volunteer for the project. Therefore, other employees are not given the opportunity to work on special projects that could influence their performance rating. With the birth of NSPS (Performance-based system), this cutthroat action could spread throughout the workforce. Is an underachiever really an underachiever or actually a performer who is denied the chance to prove it?