| Comment Number: | OL-10501322 |
| Received: | 2/24/2005 3:20:16 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 Performance Management-9901401 to 9901.409 In order to insure fairness and accuracy, DoD employees should be able to appeal any performance rating to an independent grievance and arbitration process like they can do now. Would you change the Evaluation from a teaching tool to a weapon. This would keep the goverment hands tied in courts. People will react to injustice. I have all excellent ratings but there were bosses who did not care for someone and a bad result can happen. Hard to prove. I thought you wanted a better system. Subpart G Adverse Actions- 9901,701 to 9901.810 Due process and fiarness demand that the independent body reviewing a major suspension as termination be allowed to alter the proposed penalty if they deem it to be unreasonable. The current standards approved by the courts to guide such bodies should continue to be used. Subpart F Workfore Shaping - 9901,6012 to 9901.611 DoD should not change the current layoff/RIF rules whic give balanced credit to performance and the employees valuable years of committed service to DoD. Subpart C Pay, Sections 9901.301 to 9901.373 The employees in DoD should continue to receive the same annual pay across the board adjustment that the other GS/FWS workers receive The individual pay increases for performance should include guaranteed percentages in the regualations so that employees will understand the pay system and what their pay increase will de depending on their performance.