| Comment Number: | OL-10500806 |
| Received: | 2/22/2005 8:08:47 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 “Monitoring Performance and Providing Feedback’ “Performance-based pay requires improved communication of expectations and performance feedback on the part of supervisors, since employees must understand what they have to do in order to receive higher ratings and increased pay.” Concerns – This is simply not factual! The fact is the pay pool manager will decide your rating and thus your pool payout. And it is possible that your pay pool manager may have no idea who you are! These two issues alone, completely invalidate the proposed concept. The employee will be in the position that he can only hope the supervisor can plead his case to the pay pool manager. I wonder how many feedback sessions of hearing you’re performing exceptionally, only to find year after year you only receive average payouts, will it take before an employee gives up on the notion of performance excellence?