| Comment Number: | OL-10503279 |
| Received: | 3/4/2005 3:18:41 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:
I was in the military for twenty years. We used a the Enlisted Performance Reporting system to assess personnel performance and is also used for promotion criteria. Specific guidance in form of regulations were provided and both the supervisors and subordinates were thoroughly trained on how the system is implemented. Military personnel were highly disciplined and discrimination were not tolerated. There was a requirement for the supervisor's rating to be endorsed by higher level management. Ther rating was supported by specific narrative of typical performance. The supervisor was required to provide specific justification for ratings on the extreme lower or upper scale. A process was also provided for the subordinate to challange the rating. With all that, there was still a problem on applying the system objectively and equitably without personal bias by the supervisor. The NSPS would provide a supervisor the power to determine employees job assignment, pay, advancement and removal from service during RIF based on a performance rating duly determined by the supervisor, with no specific rule, some "training" for the supevisor but none for the employee, no one to validate the rating provided and no means of challenging unfair rating. There is nothing wrong with our present appraisal, promotion and pay system as long as the rules are implemented and enforced.