| Comment Number: | OL-10500335 |
| Received: | 2/16/2005 1:08:03 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:
What measures are in place to determine if a “Rating Person” (aka supervisor) is qualified to mentor and guide employees to training and skills needed to perform their job? Incompetent management rely on their employees to carry the weight. I agree with pay for performance however it is a very subjective field - some managers are apprehensive to praise their employees while others shower employees with awards when not necessarily deserved. This practice may also open the door for management to receive large bonuses for their oversight in high visibility programs where the employee deserves more of the credit. Not in favor of the pulling people systematically for specific projects. What happened to specialization? Our personnel expertise is slipping in focused areas -no one is a professional in one area, only a novice in a few. See problems with project completions by the same team - unnecessary retraining and waste of time when personnel are pulled from one project to take on a "more important" project. I'm sure this initiative will open up the door for forced moves within the DOD - from one geographic area to another - a definite moral beater and retention deterrent.