| Comment Number: | OL-10503268 |
| Received: | 3/4/2005 3:09:57 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 7586 Section 9901.408 Developing performance and addressing poor performance. 9901.408(b) states: “If during the appraisal period a supervisor determines that an employee’s performance is unacceptable, the supervisor will- (1) Consider the range of options available to address the performance deficiency, which include, but are not limited to, remedial training, an improvement period, a reassignment, an oral warning, a written reprimand, or adverse action defined in subpart G of this part, including a reduction in rate of basic pay or pay band; and (2) Take appropriate action to address the deficiency, taking into account the circumstances, including the nature and gravity of the unacceptable performance and its consequences.” Giving supervisors the authority to take actions ranging from remedial training, to such drastic measures as adverse actions and demotions, without providing specific criteria to make such decisions, is unfair to employees and supervisors. Only fair and effective rules that prescribe appropriate actions to be taken by management to address poor performance will be accepted by employees. Otherwise, the resulting distrust of management and decreased morale and productivity will harm national security. No changes should be made to the current performance management procedures used by DoD agencies until a full comment and review period is completed, followed by a full collective bargaining process with the unions representing DoD employees.