| Comment Number: | OL-10503893 |
| Received: | 3/8/2005 6:55:52 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:
Subpart D Performance Management Section 9901.405 and 406 With the way this is written, management can change expectations at any time they choose instead of being the same throughout the year. lf a manager has a personality conflict with an employee, the manager can change the expectations to make it more and more difficult for the employee to achieve. For example, a manager with an entry-level employee could require more and more work out of him/her; or the manager can require the entry-level employee to do the same work as the more senior employees in the group and the entry-level employee wouldn't be receiving the same pay as the more senior employees. On top of that, the entry-level employee probably wouldn't be able to achieve the goals set by their manager and, therefore, probably won't get their increase in pay because of an unacceptable performance rating. The entry-level employee probably would have achieved their original goals had their manager not made changes throughout the year. VERY manipulative tool for managers to use if they decide to discriminate against an employee, but it would be legal. Not good.