| Comment Number: | OL-10501074 |
| Received: | 2/23/2005 1:03:58 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:
Subpart D, 9901.406(b) Setting and Communicating Performance Expectations. The only requirement is for the supervisor or manager to "communicate" perfomance expectations, but does not address in what form. If expectations are not in writing then you open disputes up to "He said/She said" arguements. Without written performance expectations it will be difficult to impossible to addresses "assessment and measurement of supervisors and managers ability to plan, monitor and develop subordinate employees performance" as outlined in Subpart D, 9901.406(c). Much emphasis has been placed on dealing with poor performers, however I believe insufficient emphasis has been placed on ensuring quality assurance of Supervisors and Managers ability to provide "fair and reasonable" performance expectations. I recommend that it be mandatory that performace expectations be in writing and that those perfromance expectations be reviewed by the person who oversees the supervisor or manager. An excellent worker can be marginalized by a poor supervisor or a poor manager who does not hold up to a verbally communicated expectation.