| Comment Number: | OL-10503306 |
| Received: | 3/4/2005 4:25:26 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:
Question: In a reduction-in-force (RIF), presently the performance procedure is as follows; “Employees receive extra RIF service credit for performance based upon the average of their last three annual performance ratings of record received during the four-year period prior to the date the agency issues the RIF notices. ... Service credit is broken down by: 20 additional years for an “Outstanding” rating; 16 additional years for an “Exceeds Fully Successful” rating; and 12 additional years for a “Fully Successful” rating.” Note: From 2004 Federal Employees Handbook page 77 The NSPS has five tiers (Note: From Federal Register/Vol. 70, No. 29 Table 2) similar to the performance appraisal system NWC used prior and up to 2000. The present system is “Pass/Fail”. With a new Base Realignment and Closure Commission (BRCC) underway and where performance has a larger weight under NSPS, how will this be factored into a RIF? Are the two methods comparable? Is everyone who has a “Pass” grade lumped into one rate; say “Fully Successful”? What happens if the RIF were conducted in a larger venue greater than just a single command which could happen under NSPS? This was a problem before NSPS. It just might be more of a problem under NSPS assuming some vestiges of the old system remain. How is bumping going to work or is it allowed under the new system in an effort to reduce disruption and maximize flexibility?