| Comment Number: | OL-10502430 |
| Received: | 3/2/2005 7:47:46 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:
who is the "Rater"? and how are they appointed? Who decides who is a rater? Who is on the Pay Pool Panel? How is it determined who gets to be on the panel? Who is the Pay Pool Panel Manager and how are they appointed? What qualifications must people meet to be on these panels? I don't understand how promotions between Pay bands works. Can you please explain that process more clearly? You say that employee behavior/ professional demeanor shall be tracked and measured as part of performance. This seems to be very subjective in the extreme. Who decides what is the standard for professional demeanor? Does this include dress codes or some kind of appearance code similar to the Military in terms of facial hair or length of hair? Does each individual supervisor decide what "professional demeanor" means? This seems like you are trying to implement something that is far too subjective. You want managers to create "meaningful behavior and performance distinctions" good luck. What if they can't? What if they do what they do now and just give everybody excellent performance ratings regardless of how much work they actually do? What will you do then? (9901.313) (b) What does "in the aggregate" mean? It seems to me that you can train "raters" all day long but they will not have the guts to rate people as poor performers. So what you are gonna create is a system where everybody gets paid the same cause "raters" don't want to offend anybody else. Then you will end up reinforcing what you are trying to fight.