| Comment Number: | OL-10501883 |
| Received: | 2/28/2005 11:32:38 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:
I am concerned that the good as opposed to outstanding performers will be left out. What is wrong with a person coming into work and doing their job, do you mean to tell me that all you want is outstanding performers? no in between. Oh I cannot be average and get recognition? In this business numbers count not quality and what is wrong with paying your dedicated old timers just for doing a good job.Then you want to take away they job security by saying if a Reduction in force occurs then they are out the door even if a person comes in a month as new. Is that fair? What's unacceptable performer??, they either are on a letter until they perform accurately or out the door or should be. The good behavior recognition is truly obsured, who says that I have to come to work and make a impression, I can do an excellent job and not like anyone on the job, so how can you make my getting a raise based on my behavior. What if I keep to myself and not associate, oh no raise? I don't think a supervisor can separate this. What if they give you an appraisal and has had a bad day then that will reflect what you are being rated on and yes it has been done. Outstanding performers already receive step increases and awards based on their performance so what's the big deal? QUALITY of work is never rated anyway!! people who make no errors as opposed to those who produce more (quantity).