| Comment Number: | OL-10500611 |
| Received: | 2/18/2005 10:30:35 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:
2. Workforce Shaping SubPart F. Insert “Personnel must complete minimum of three rating cycles under NSPS to establish a performance baseline for workforce shaping actions under NSPS.” Justification. Again, for workforce shaping performance, one needs more than a single rating period, and must have a longer term view. Otherwise high chance not accurate indicator of performance good or bad. Need to remember personnel performance is affected by the individual, events in their life, the rating senior, things impacting their lives. Without a minimum performance baseline of at least several periods, you have less chance of knowing how good or poor a performer is. Like the income averaging principle the IRS uses to equitably treat people who have high income one year then low the next. As a manager (or supervisor) it would be wrong to be bound by an admin rule the requiring me to RIF a 1 year employee with only slightly better performance than a 10 year employee whose work I trusted