| Comment Number: | OL-10502359 |
| Received: | 3/1/2005 5:42:29 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:
Although I agree that a system that bases pay increases on longevity is not a truly viable system for today, I am even more worried about a performance-based system that is an evaluation of a subjective nature by an unskilled manager instead of an evaluation based on true objective evidence. During my 26-year career with the U.S. Navy and the Department of Defense, I have become well aware of a performance appraisal system that is rarely, if ever, conducted as prescribed. I can only imagine how much my personal relationship with my superior will outweigh my actual performance when it comes time for an appraisal of my performance by that supervisor. Nothing has been mentioned or indicated as to what training managers will be given, and required to master, to evaluate employees and what safeguards will be implemented to ensure that favoritism is not brought into the process of evaluation. Managers have had the means to withhold raises, punish under-performing employees, and manage their employees under the GS system, but have failed to do so adequately. How will the managers' skills be honed to ensure that they are capable of leading, of making difficult decisions, and doing the hard work to ensure fair and impartial treatment of their employees? Why should I place my faith, and financial future, in the federal managers when they have failed to perform in the past? Unless the system is established that is truly objective and not subjective, then one’s personal relationship with their supervisor will inevitably have more effect on future financial rewards than actual job performance.