| Comment Number: | OL-10501121 |
| Received: | 2/23/2005 4:41:38 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:
I'm in favor of anything that maintains and promotes performers. Since I'm a performer myself, I don't see any problem with the new system. I can tell you that performance evaluations are born susceptible to many diseases. Diseases like the threatened supervisor, incompetent supervisor syndromes. The supervisor that can't spell or write disease. Or the supervisor that suffers from lethargy. Although I have been fortunate enough not to be affected and infected by exposure to those supervisors I witnessed others that have suffered because of it. If an evaluation is developed with categories and yes and no check marks that require quantifiable bullet statements that fit the job description performance requirements the evaluation would be 75% accurate. I agree with W. Edwards Demming that evaluations are not a good way to evaluate. Since we are Government and not a commercial production entity, I believe a weekly report that can be completed within 15 minutes be submitted by the employee on what they accomplished during the week. The supervisor can verify the legitimacy of the report. When it's time for promotion compare the performance reports and pick from there. If a supervisor cannot take the time to verify and compare, get rid of the supervisor. This requires more courage for accountabilty of supervisors instead of hiding behind a onesided written document. Too bad NSPS won't get rid of the unions. Unions have out lived their usefulness. Theirs enough lawyers out there that unions are basically hood ornaments.