| Comment Number: | OL-10502130 |
| Received: | 3/1/2005 8:57:11 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:
Subpart C & D. There should be a requirement that employees may not rate employees in the same pool as they are. For example if a first line and second line manager are in the same pool, the second line manager may decide that it is in his interests to give the first line supervisor a small raise because that leaves more money for himself. This has been a problem with performance awards. Remember, the pettiness of man is infinite. Subpart D. The proposed regulation states that performance will be a factor in placement on RIF lists. In the past when this was used it resulted in disporportionate lsitings. One example was that one employee had a 4.5 average over 3 years and a co-worker had a 4.6 average onver the same 3 years. Obviously there was no material difference between the performance of these two employees. However, the employee with the 4.6 was classified as exceptional and was placed substantially higher on the senirotiy list thatn his co-worker whose score was 0.1 points lower. Something must also be done to reflect the different grading styles of different managers and differennt activities within the same competitive area.