| Comment Number: | OL-10502948 |
| Received: | 3/3/2005 2:03:26 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:
The NSPE has a fatal flaw in assuming that management can and will spend the effort and time to define performance and reward it. I am in USAF under Lab Demo, Contribution based system (CCS) and similar benefits to NSPE were advertised, but many of us have found that management is very deceptive on what is a contribution (NSPE it shall be performance), and that I and many others have lost ground from where I would be with the GS table and steps. I have worked hard to do more work, sell, defend my program, make new alliances, taken on extra responsibilities at branch and division levels, and not been rewarded anything for it. Every year the bar is raised on what is enough contribution. It is disturbing that in 8 rating years I have received not one real raise, only the G or cost of living, and, I am nearing retirement age. There are laws on age discrimination but I see management not willing to do anything for me. Also, favoritism is rampant and those rating highest in my division are those bringing in outside program dollars, regardless of being bad workers, absent at times from work, not responding to suspenses, falling asleep on the job, and towing the line of the existing model of worker. That is poison to the future of the organization. Managers are to spend sufficient time for personal performance reviews but at present it is minimal, maybe 10-15 minutes a year, and, the contribution based evaluation input or writeup comes from us the employees, we do the major work to prepare these then the manager is to refine and defend these at the annual ranking. But this is a fatal flaw and the favorites rank highest. In part managers don't have a lot of time to spend as middle managers were eliminated in the 1993-1999 time frame and Administration. I am an experienced worker and known to be able to get things done and on time, and good with people, yet evidently do not fit the mold. Both NSPE and CCS are based on very idealistic goals but which do not or willnot achieve them. The management themselves are products of the system and cannot see real contribution or performance, yet they insure they get raises. This proposal is flawed and should not be voted in.