| Comment Number: | OL-10500935 |
| Received: | 2/22/2005 4:07:46 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:
Has there been consideration of a 360 degree performance evaluation when implementing the new personnel system? Under this scenario, an individual is evaluated not only by the supervisor, but also by co-workers, subordinates, and in some cases customers (ie., basically, as many people that come into contact with that person as possible, within reason). These confidential evaluations are then considered by those at least two levels above the evaluatee (eg., the supervisor's supervisor). This method would help in negating individual bias from supervisors, be it favortism or a general dislike of the subordinate. There is an added amount of work in conducting these evaluations, but this is offset by the decreased time devoted to appeals (eg., it would be harder to appeal a decision if everyone evaluating the person independently comes to the same conclusion about a person's performance). Finally, the feedback would also be helful in developing the individual. A one-sided evaluation from a supervisor is easier to dismiss than is this same feedback coming from several different people.