| Comment Number: | OL-10500607 |
| Received: | 2/18/2005 10:24:23 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:
1. Workforce Shaping SubPart F. Insert “For workforce shaping actions, experience level will be considered equally with performance.” Justification. From a manager perspectice, performance for a pay period probably makes sense for pay received during that period. However, for more significant action such as workforce shaping, performance must have a longer term view. To be truly performance based, NSPS must acknowledge performance over 5 years compared to say performance over 2 years. Therefore one needs to rate experience in consecutive months equally with performance. That will provide a good experience discriminator and adequately emphasize both. As a manager, I need a system that recognizes long term performance, not one that mandates a temporary hot streak. Experience and track record are equally important and it’s hard to believe DoD really wants to minimize valuable experience attained across several cycles and periods of increasing budgets and decreasing budgets. A 25 year old brain surgeon with a 1 for 1 success rate might not be preferable to a 35 year old surgeon who has a 97 of 100 success rate. And unlike civilian industry, there is no other DoD in this country at which RIF’ed employees in many specialty areas can work. Both are important and indicative of the most needed employees. Otherwise too much turmoil is allowed as performance standards evolve and rating seniors move around or motivations change.