| Comment Number: | OL-10502844 |
| Received: | 3/3/2005 8:43:24 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:
While the intent is admirable the potential for abuse and decreased oversight and fairplay are much higher under the new system than under the old system. Think about it; the potential to do more damage to what you are trying to repair is much, much higher. Example, if I don't like you and I'm in a management position I can decrease your pay especially since I either write or influence the appraisal report. What are your chances or if you disagree with something I want or thinks needs to be done. Do you think I'm as likely to get an honest opinion or am I more likely to get a yes person. Under the old system a manager could do what you are trying to do with the new system, but they had to document and build a case. In the new system, it could be a bad day when writing the appraisal. Good writers can make a case for anything. There are more checks and balances and protection in the old system. Managers just didn't want to put the effort into removing non-performers.