| Comment Number: | OL-10503748 |
| Received: | 3/7/2005 2:27:04 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:
Performance Management How can this be called Performance Management when an agency will invoke a unilateral and completly unfair forced distribution system for performace ratings? If an agency develops a quota of 15% of employees that will be rated Eceptional, 25% will be rated Highly, 45%will be rated Fully--where does that leave the other remaining 15%? Using a bell curve and determining that the bottom 15% of employees have to go because their performance is below par will just move those employees who were in the 16-25% range towards the bottom. Then they will be the next to go. How long can this continue? There have been methods to remove employees available for years and years to management, but it just required EVIDENCE. That meant documentation, and no one wanted to do the WORK that is required in documenting poor performance. For a long time, people were told that FULLY meant you were doing a satisfactory job. Well, it's not so anymore, the people getting "Fully" are those who are now also being labeled "mediocre." Management should have just raised the performance standards--if it was justifiable to do so.