| Comment Number: | OL-10500805 |
| Received: | 2/22/2005 8:06:34 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 7562 Under the heading of “Setting and Communicating Performance Expectations” “Supervisors and managers must establish performance expectations and communicate them to employees. Performance expectations must align with and support the DoD mission and goals.” Concerns – How exhaustive must the list of performance expectations be? How detailed must the list be? If a task isn’t listed should I assume it’s still my job (if it use to be in my core doc)? If it isn’t listed, can my supervisor hold me accountable for it? If a goal or objective is a team/organizational goal and I perform brilliantly, yet the team/organizational goal is not met, how am I to be held accountable? As detailed in a previously sent comment, your contempt for “narrowly defined work definitions” or “written elements and standards” which I believe represent core docs, raises the question of the performance expectations. Whether a performance expectation list has 5, 10, or 50 entries, am I not required to perform this “narrowly defined work definitions” list? Or is the performance expectation list not “narrowly defined” because it could change tomorrow, next week, or next month? Without “written elements and standards” is the employee to rely on the supervisor’s memory for what his job is this cycle?