| Comment Number: | OL-10501921 |
| Received: | 2/28/2005 1:45:20 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:
Individual leave under the “Family medical and Leave Act” may be considered non-rated time and directly impact a workers percentage of performance incentives. Consideration should be given to other categories other than uniform service and workers comp. Point’s per-worker needs to be stabilized by a minimum number of workers per group. High performers in small groups may be impacted with average ratings when compared to a wider peer group all competing for promotion. Locality pay should be a yes or no increase. If you are rated above unacceptable you should receive the locality pay increase assed for that year (if any). Detailed plan for attacking the supervisory learning curve must be reviewed by all. The majority of your managers are not comfortable or experienced with performance-based evaluations. Subordinates are in the same position. July 2005 implementation start date seems to be overly aggressive and during a mid-evaluation period. A roll out of Jan 2006 would better suit the understanding and buy-in of subordinates and supervisors and coincide with the start of the evaluation year. In short, the uniform services have had years of experience with performance-based evaluations. High performers have always been awarded the chance to be promoted ahead off their peer group. This is for the betterment of the employee and the Department. However, overcoming the fears of an entrenched work force made comfortable in a go no-go environment (with little no-goes) will be difficult especially in those areas of trades and support services.