| Comment Number: | OL-10502241 |
| Received: | 3/1/2005 12:54:11 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:
I recommend that managers read Talking from 9 to 5: Women and Men in the Workplace by Deborah Tannen. At the least they should read an article by Deborah Tannen called The Power of Talk: Who Gets Heard and Why. They will soon see why women will not fair as well as men in this new Pay System. Women find it difficult to call attention to their accomplishments. They often do not care who gets credit for the work they do, just that they did a good job. (Guilty) People who work consistently and quietly get overlooked……………… To evaluate their employees better, a new regime of training courses will be need, and from what I have seen, supervisors get tired of taking management classes. I feel a lot of good people will leave the service; looking for somewhere to work were they will be better appreciated………………….. What happens in the case where a group of people work well together and all do good work? What if there are none who deserve a low rating? Do they have to take turns to see who does not get a raise this year? What of the supervisor who likes to be well liked and does not want to give anyone a low rating?…………………. I never applied for a GS-13 position because I never wanted to be a supervisor and spend the rest of my life in meetings. Under the NSPS, I will quit before being forced to be an acting supervisor……………………... Two paragraphs ago, I almost wrote that the NSPS may have a chance of succeeding only if everyone was willing to take the time and effort the system required. But in light of my questions, I see that there are foreseeable problems…………………………... Good Luck.