| Comment Number: | OL-10500286 |
| Received: | 2/16/2005 8:48:33 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:
I had to laugh when I read this article because of the typical union response. I worked for 37 years in a non-union environment where performane reviews were a part of life for pay and advancement. As a supervisor, I established performance goals with employee involvement and they enjoyed working as a group to meet personnal and group goals. Unions foster an atmosphere of me against you which in turn hurts productivity and fosters resentment. The days of workers 'entitled' to jobs based on seniority has to go. Time and time again performance goals lead to higher productivity and pay for employees. It's time that people understand that unions can take a portion of your pay (dues), but can offer nothing in the way of business decisions or guarantees to employees. Workers are ultimately in charge of their own fates on the job and they have a stake in the success of their companies, not the success of their unions. One statement sums up the union philosophy: "Why would I help out a co-worker when I know that if I don't, he'll be rated lower and that will potentially mean more money for me". (Baltimore Sun: 2/15/05) Thank you for the opportunity to voice my opinion. I am retired, but would be delighted to participate in developing employee performance goals. I had over 25 years experience doing just that and with few exceptions, my employees all were happy with the results.