| Comment Number: | OL-10500677 |
| Received: | 2/18/2005 1:48:09 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:
1. Pay awards/raises for good performance is fine. The option of lowering pay by 10% for poor performance opens up employees to supervisors to discredit them for personal reasons, i.e. stating that wanting a change just because it's your preference rather than actually incorrect is a mistake and therefore deductible is not a smart idea. It is already being view where I work as a great thing and this particular supervisor says if "I say it goes a certain way and you don't do it, it's a mistake." 2. Promotions will go to the personnel who ensure they are in good with the supervisors and not necessarily deserving personnel. This practice is alive and well already. 3. Changing assignments as desired will become immediate changes that will not only confuse employees, but make already dispicable situations even worse. Many supervisors use the other duties as assigned as a way to add whole jobs to already overworked personnel. 4. Changing locations for employees should be defined as is it really feasible for the employee or the employee may be told it is either change or loose their jobs. 5. You may be attempting to make it easier, but I question just whom you had in mind.