| Comment Number: | OL-10502153 |
| Received: | 3/1/2005 9:50:43 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:
Pay Banding and rewarding good workers with pay raises. The present system is full of people who have played the system for years as it is. This includes all supervisional elements. This new shot at trying to award good workers with the pay raises while rewarding bad ones with nothing is at least a shot at trying to fix the system. However, this new system is doomed to cataclysmic failure where the present one is at least stable, Status Quo. We do not have the professional supervisional elements in at least 50% of the areas that are now in the Federal Government and the DOD. As mentioned before, the supervision is under the old system, grew up under the old system and will continue to act like the old system. They will play favorites and games just like they do now but with an extra added new twist. Now their playing area will give them more power to do so. While it is true that the good performers are very tired of seeing the vermin at the bottom of the performance scale make as much or more than the people at the top, the Federal Government has a long history of addressing problems like these with little or no thought and compounding the problem in the end. I give this whole thing a vote of no-confidence considering the Governments past performance in almost any area. The industries outside of the Federal Government are no better. I constantly hear from others how much better industry does than the Federal Government. This is simply not a true statement. Almost any Company you visit on the outside has the same grumblings and attitude from the their employees as the Government has. This attitude is pervasive in both the good and bad performers. If you want to change the system, start with the supervisors and put some money into training them and weeding out the bad ones. Go to the places where all of the employees get the same high marks annually. Find out why supervisors are unwilling to stand up for what they are supposed to be doing--grading their employees fairly based on their good and bad performers. Eliminate the items that make them grade things this way. Or eliminate the supervisor and get one with a back bone who is willing to grade them fairly. Finally, make it completely possible and even commonplace for someone who is a bad performer to be denied the next step promotion. The present system isn't bad in comparison to the outside industry if it were implemented as it had been intended. But when seemingly minor things are not enforced, it compromises the entire thing. One of the most compromised elements are the annual rating of the employees. A lot of supervisors are content to grade everyone at the top. The new system will be no better because it will also be abused by the same old good old boys at the top. Please weed these folks out instead of scrapping the present system. One good comment for the new system--getting rid of the all the meaningless job descriptions out here. There are folks out here who have made an entire career out of writing job descriptions that will get them promoted and then get the promotion. They are so busy promoting themselves that they have no time to pay attention to their primary job responsibilities. They have become professional promotees. They also use reorganization as a way of gaining promotions. If they can't write a self promoting job description, they will fall back on the old re-org. Remember, these guys are pro at this and you need to be a pro at seeing through their games. Get the politics out of the system and you make the system better. The system that industry uses is every bit as bad as this one so let's not sell ourselves short on our system any more. Just fine tune what we have and make sure our grading officials are held accountable for their lack of performance.