| Comment Number: | OL-10500441 |
| Received: | 2/17/2005 9:43:32 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:
Federal Reg. Pg 7560 - Rating Methodology-DOD: According to the proposed rules each pay pool will have a pool manager with the responsibility of rating personnel. If such personnel does not work diretly for this person, how can he/she be expected to rate them fairly, other than the information fed to him/her by each individual, which some people are better talkers or writters than others. If this pool manager does not have daily contact with the staff, how can he judge them accurately/fairly. With the proposed pool, a group of people who are perceived as doing a lot of work, will get the awards and those that for whatever reason work hard but are not well liked and do not shine, will be rob of their increases. Where is the safeguard for this situation? I think that after the pool manager distributes the money, a panel composed of management and workers, should make the final decision. Page 7564: Workforce Shaping: Subpart F: I agreed that in a RIF action the high performance should be protected, but along with high performance, seniority should have as much consideration, it should be equal rating. Personnel should be evaluated by, Seniority/High performers, not just high performers, since this will allow managers (who as humans) to keep the younger, better looking people or those appealing to him/her.