| Comment Number: | OL-10500485 |
| Received: | 2/17/2005 12:03:17 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 have concerns about the subjectivity of the supervisors’ ratings. Every supervisor has a different view because the basis is different, the competition level is different based on many criteria: mission, locality, education level, unit leadership, etc.. An employee in one location may be the best of the best, but put that person at another location with higher standards and they become a poor performer! The type of supervisor varies across the board. Management procedures vary greatly. A GS-employee working for another GS-supervisor (never served time in the military) may be rated exceptional. Where a GS-employee with a military supervisor (whose management training is entirely different) might rated the same person as average or below. Secondly, the training that the supervisors are supposedly going to receive, will it be mandatory and enforced? I know some supervisors that feel they are experts and do not need training. I personally know of training that HRO has offered to the military supervisors of civil service and they have not gone. Another observation is that of the “Contribution to the Mission” requirement. The way I understand it is that if a person happens to be in a position that does not play a big role in accomplishing the mission then that person will not be compensated the same as a person that is luck enough to be in a position of importance. Does that seem fair? Both employees perform at an exceptional level but one position is deemed not as important as the other employee. If the first persons job is lacking in importance, then this is a reflection on the governmental office that filled that position in the first place. Maybe it never should have been filled in the first place, but assigned as an additional duty to a current employee. Who is going to determine which jobs contribute to the mission? Again, this is subjective. Looking at the banding level conversions I did not see where there is a distinction between an employee with or without a degree (further education). Is there? What if a person refuses to pay the “Buy-in”?