| Comment Number: | OL-10504066 |
| Received: | 3/8/2005 11:27:48 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:
1. If you are a step 8 pay wise and are on your last year of the 3 year wait for promotion to step 9 when this change is made, will you lose the 2 years you have already been a step 8 or will you be made a step 9 when this change is made. 2. What incentive does a Military supervisor have to rate you fairly? It is hard to get them to even complete your Performance Appraisal on time or when they are PCSing in the current system. 3. NSPS stresses performance over seniortity. Many career civilians (the graying workforce) are loyal and dedicated employees. They have worked hard to get that "seniority" status. Will they be grandfathered? Although it is sad to say, during a RIF, it is "dog-eat-dog" and people will go to any lengths to save their positions. For example, a young good looking male or female may pursue favored status/treatment from the supervisor or other employing official in order to not be RIF'ed. 4. Although the system rewards the good performers, some of the underschievers really don't care. They are happy to sit and let the good performers carry them. What are the SNPS guidelines to prevent this from happening? For example, the underachiever may produce unsatisfactory work while the good perfomers are asked to redo it because they take pride in their work, are loyal to their command and dedicated to the successful completion of the mission. Will there be a 3 times your out rule? Of course, unles the supervisor documents the underachievers, insted of taking the easy way out and giving them a good rating too, this will never be identified. 5. Can your pay be decreased based on your supervisor's apppraisal of your performance?