| Comment Number: | OL-10502149 |
| Received: | 3/1/2005 9:38:59 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:
Subject: Performance Management The NSPS describes performance management as below: The proposed NSPS performance management system is designed to foster a high-performing culture, encourage employee engagement and robust communication, and enhance the overall effectiveness of the Department. Supervisors will be required to work with employees to establish performance goals and expectations that are aligned with mission-related goals; a process of ongoing feedback and communication between supervisors and employees will be essential. Conduct (e.g., behavior, professional demeanor) will be recognized as an element of performance. Under the NSPS performance management system, ratings will reflect meaningful distinctions in employee performance and a formal process will be established for employees to request reconsideration of performance ratings. An initial period of intense training is planned to help employees, supervisors, managers and HR practitioners understand and carry out their roles, responsibilities, and obligations under the new system. In addition, all employees will receive specific operational training prior to being converted into the new system. My comments are: The NSPS system needs to address employees which perform their duties at a fully successful level but feel because of fundemantal employee/supervisor disagreement cannot exceed fully successful. Specifically an employee initiated job swapping program whereby employees can nominate themselves foe this program. Job swappers would be in the same pay band and series for a swap to occur. An employee who has received two fully successful ratings in the last three years would be eligible to job swap. Supervisors could keep employees out of the plan by rewarding them with a sufficient number of HS or EX ratings. Employees who agree to job swap would be required to stay in their new job for at least one year. An employee who agrees to a job swap, would not be eligible to job swap the following year if a highly successful rating is received.