| Comment Number: | OL-10500799 |
| Received: | 2/22/2005 7:50:03 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:
Performance Management – Subpart D, pg 7561 “The current performance management system is burdensome because of its actual and/or perceived inflexibility and strict adherence to written elements and standards established at the beginning of a rating cycle.” Concerns – By “written elements and standards” are we talking about the core doc? Two years ago the Air Force reorganized and my job changed. I was in charge of logistics, operational and exercise planning (broad picture) functions but my job changed to Senior Air Reserve Technician/Squadron Commander for the Logistics Readiness Flight, which did not include operational nor exercise planning functions within my core doc. Both my boss and I knew this because we could access the core doc and determine what my job entailed. If we eliminate this “written elements and standards”, how will either my boss or I know what my job is from day to day? What, realistically, will constitute my job under NSPS? While I understand the need for flexibility, I can certainly see flexibility being abused. For example, last month my boss wanted me to focus on being the LRF Commander/Senior ART and for the next two months he wants me to focus full-time on exercise planning activities to support the wing’s next inspection. No problem, except, what if he still wants to hold me responsible for the LRF Commander/Sr ART job? If they’re both full-time (40 hrs per week) jobs, how can one person do two full-time jobs in the 40 hour work week? What protects the employee from irrational expectations? Under the current GS system, we can both go to the core doc, but under the new system what do we have?