| Comment Number: | OL-10502760 |
| Received: | 3/2/2005 7:44:41 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:
Classification: Please clarify the broad career groups and associated pay schedules for specialists and analysts. Does the system address subject-matter-expert critreria involved in establishing competencies for GS employees with ( 30 ) thirty or more years of service? If so, at which pay band would the aforementioned be affected? Pay/Compensation: What criteria and/or accountability shall be used to gage the ability of supervision to extract outstanding-performers from administrative duties? What training shall be used to enlighten a person in a supervisory role who is biased, racist, chauvanistic and a non- communicator? How do we monitor/measure his/her performance on behalf of the employees they supervise/lead? Performance Management: What training and tools shall managers enlist to determine the level of performance of a subject-matter-expert employees of their work group? Shall EEO principles and practices be a part of the managers equation when delineating among outstanding performers? How shall we affirm EQUALITY of the NSPS SYSTEM FOR EVERY EMPLOYEE? Appeals( Harmful Error ): WHAT IF ANY IS THE DISCIPLINE FOR MANAGERS WHO HARASS, DEMEAN, INTIMIDATE AND ABUSE THEIR AUTHORITY? HOW THEN SHALL AN EMPLOYEE BE COMPENSATED FOR A HARMFUL ERROR WHICH DETRACTS FROM EMPLOYEES CAREER AND PROMOTIONAL OPPORTUNITIES?