Comment Number: OL-10500256
Received: 2/15/2005 9:58:01 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:

I understand wanting to streamline!! But it's not gonna work with employee's that have been in place for quite some period of time The problem is you have supervisors that rely on employee's to listen in on conversations and relay back to them what has been seen or heard and people are rewarded for doing this. And after they have been told what has been said or heard they call that employee in and make threats about talking to other employees even if this talking was done off the clock. from this point on you are judged by your conversation instead of your work performance. Example( I as a employee have been told by my supervisor that as long as i am supervisor joe smith and john doe will never be promoted or advanced within the federal system. and all this because he does'nt like these individuals even though they are fully qualified and dedicated to there job and met every requirement needed to be advanced. Also you have situations where a employee has gone to his supervisors superior when he could'nt resolve the issue and from that point your supervisor has held a grudge.I have watched this happen within our system numorous times!! The supervisor has expressed his dislike of certain people!! and it's your word against his!! And you try to remain anonymous when reporting this and somehow your name will come up that you said it. even if you ask that it not!! Instant grudge!!!And then when it comes time for performance reviews these people are given just enough to get them by, but not enough to alow them to qualify to open positions knowing that the standards for that position will be set high!! Another example of preferential treatment is a individual has made numorous mistakes from not following the T.O and caused excessive damage to a engine and was reprimanded and durring a repair procedure did not follow directions again damn near killing himself and personel around him but yet this person was told by the supervisor not to worry 'I will take care of you and not let anything happen to you!! and then after the instance was given a 3% bonus and given a award to be presented at a ceremony even thou he was voted in by his fellow employees the supervisor overlooked the votes of whom had won and gave to this person because he is one that tales everything he see's and hears. while other employees whom has made no mistakes excelled in there job had bonuses reduced to allow more to the employee's that tell this supervisor everything.It what i am saying!! you are giving this supervisor the power to fire a employee on basic dislike and you cannot prove it. Alot of the supervisors have worked right along beside these fellow workers and might have had a disagreement at one time all this before he became your supervisor. the only way to be fair is to maybe grandfather employee's that have in excess of 10 to 15 years or more in the federal service system. or you can get rid of supervisors like this. Thank you 917th jet shop employee. please if you forward this continuing problem on do not disclose my name or i will suffer reprecussion's