| Comment Number: | OL-10501564 |
| Received: | 2/26/2005 8:35:10 AM |
| 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:
Re: Docket Number NSPS-2005-001; Federal Register/ Vol. 70, No.29; Subpart D--Performance Management Dear Sir or Madam, I am in favor of the new NSPS system (though I don't understand what it has to do with National Security). But I do have some concerns: 1) I work with (mostly) excellent supervisors. But they are sadly overworked. I see this new policy requring much more of their time. If they currently do not have time to write up or present quarterlies nor awards, how will they have the time to do the more extensive planning and communicating needed for NSPS? 2) There is a wide spread concern about the fairness of the new system. I have a supervisor who likes me, and I believe that I will benefit. But what happens when she leaves or is promoted, and a supervisor comes in who doesn't like me? Do I spend valuable work time trying to win her approval? Do I tattle on my peers, in order to make them look bad? I believe a possible solution to this problem is implementing 360 degree evaluations. I would think that knowing one's peers AND subordinates were going to evaluate me would cause me to be more cautious and fair in my dealings with my employees. It would help keep me on the straight and narrow path, so to speak. And it gives me, as a subordinate, a chance to tell my side of the story. Thank you for your time.