| Comment Number: | OL-10503645 |
| Received: | 3/7/2005 10:28:31 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:
The main concern I have for this new system is the fact that it will be very inconsistant among employees. One manager may accept certain behaviors from their employees that another would not. Therefore, in order to get a raise from one you may have to bend on knees and be their puppy; although the other doesn't care if you play video games all day. Also, like to think of it or not, the structure is not bias, but the people on which it is built are. Many people are racist, sexist, and judgemental toward certain other people. How is this going to be accounted for under this system, or is it just going to be ignored for now? I believe that there should be more revisions for this to work. There should be a longevity proposal as well as this performance measure. That way average workers do not get penalized for things they may not be able to do as well as another person, say an exceptional worker. As of yet you have only shown me a faulty system that may succeed under your eyes, but causes burnout and frustration among your own workers. Maybe the new Wal-Mart structure has been looked at by the DoD. Look at all of the statistics also. The average worker still needs to get by and with the yearly inflation rates you are going to make it next to impossible under some of your management strings. I am asking for you to look at and revise your plan of action. Make managers also more accountable with this. Make the bosses boss have to be there and watch all of the lowers for several days out of a year. Do not just settle. Wait for the best for all of your employees.