| Comment Number: | OL-10500427 |
| Received: | 2/17/2005 8:28:38 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:
Sections 9901.405 and 9901.406. The overall concept of pay-for-performance is good except that the evaluation of an employee is put upon one person, who can heavily influence the growth or downward spiral of an individual. Bottom line- A performance appraisal is either objective or subjective, depending on the maturity & clear-sightedness of the manager or evaluator. Would like to see a clear, accountability line for managers, that would fit them into evaluation categories- how many employees rated in each of the mission areas and how many exceeded, met or failed to meet expectations. These figures would reflect upon the managers' skills in developing personnel. There should be a panel that reviews each manager's overall appraisal ratings of personnel under that manager and if not meeting mission requirements, initiate adverse actions that would make that manager accountable with recommendations for a corrected path in evaluations.