| Comment Number: | OL-10502093 |
| Received: | 2/28/2005 10:20:01 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:
My comments refer to subpart D (performance management), subpart E (staffing and employment), and subpart G (adverse actions). The ideas presented in the reform of the GS system sound good on paper but there are some issues that need to be addressed prior to implementation. Many of the managers and supervisors in the current system do not do an adequate job while supervising and managing employees and resources. When more power is placed in the hands of unskilled and unqualified supervisors it seems like a recipe for disaster. The current system needs to be looked at (evaluated) from the top down. A qualification course should be mandatory for all managers and supervisors prior to being empowered under the new system. I would suggest a resident course with role-playing; written testing and scenario based testing. Subpart D (performance management) - Managers need to learn how to properly write evaluation reports based on what employees actually do on a daily, weekly, monthly and annual basis. This is the only way to show an employee how he or she is performing. This needs to be tracked much closer than a semi-annual review due to the new system. Many supervisors and managers will need formal writing courses as well as hands on workshops to ensure they are qualified before being empowered under the new system. Subpart E (staffing and employment) – Proper interviews will need to be conducted in front of a hiring committee representing all of the departments that employees will interface with in their new positions. Many managers will need training in how to properly interview and select candidates. Professional oversight should take place to oversee the interview and hiring process. Subpart G (adverse actions) – Current managers make no attempt to properly counsel employees for substandard performance or superior performance. Leadership courses will need to be redesigned and made a mandatory part of professional development prior to allowing managers to have the decision making power they will receive under the new system.