| Comment Number: | OL-10502750 |
| Received: | 3/2/2005 6:41:19 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:
Page 7561 Performance Management sub part D " The proposed system builds in the flexibility to modify, amend and change Performance and BEHAVIORAL expectations during the course of the appraisal period through specific work assignments or other means." Current supervisors do not have an understanding of Meyers Briggs or temperament. Current supervisors have a tendency to rate high those employees that are similar or participate in similar of duty activities. Or on duty activities, such as going to lunch versus going to the gym. Extrovert supervisors gives good ratings to extrovert employees. And vise versa. And the extrovert supervisor rates a nose to the grind stone employee a poor rating and states that the employee is withdrawn. (Believe me this happened to me) Behavior should not enter into the picture nor should supervisors be allowed to rate people based on behavior. Often in DOD, fairly new lieutenants are put in charge of a branch and they have neither the expertise nor acumen to rate employees. Do you have any idea how harmful this new system is going to be by giving these new lieutenants and inadequate supervisors the ability to judge someone’s behavior? I work in an environment that loves to eat cake and other non-nutritious foods. Believe me - I am perceived as not being sociable.