| Comment Number: | OL-10501160 |
| Received: | 2/23/2005 10:33:38 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:
With Regard to Section F: This change reduces a long standing benefit of federal employment, that of seniority, and places it below the value of being a saluting yes man. Being a saluting yes man does not mean you are more productive, it means you are skilled at being pleasing in the eyes of the boss. The regulations refer to the dynamic nature of employment. This is particularly true with respect to who persons answer to in the chain of command. Where I work, we are expected (and do) fly to remote locations on a days notice, and rotate from project to project with constantly shifting duties and managers. This "you can get RIFed" because of a bad performance rating (for things like team playerness under the new regs) system will lead to tedious negotiations regarding job expectations for about 20 different assignments per year per employee, with evaluation/negitiation by a series of managers. Instead of creating flexability, the system is likely to suffer from neglect and abuse... There is not time to fairly negotiate expectations an performance goals for 20 different unique assignments per year. The current system, while rife with abuse, and promotion based on impression/favoritism at least can plod along with managers doing nothing and letting the system tend to reasonable within grade step increases. This is a low maintenance system, rewarding people for getting better at what they do through years of service. Most organizations recognize the term corporate knowledge- this knowledge resides in the old guy in the corner office by the copy machine, although he may be less than perky in the eyes of the boss.