| Comment Number: | OL-10504068 |
| Received: | 3/8/2005 11:32:08 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:
My concern with the new system is in regard to the reality vs. the theory of giving supervisors the kind of power that will determine the promotion and financial status of employees. NSPS Q and A makes reference to "extensive training" of supervisors and of also holding supervisors accountable for their own performance. However, as a 30 year civil service employee, I see no real way to avoid the potential abuse of power that supervisors will have in the new system. I have seen very qualified and exceptional employees careers stunted and less qualified, less on-the-ball, employees moved up based on personality issues...not performance. With pay banding, this could end up being a very unfair environment. How do you prevent an employee from being "set-up" to fail? With a wide variety of assignments given to employees in the same group (say a group of Shipfitters)...what is the standard of measure for performance? One guy builds a mast while another builds pipe hangers and another does nuclear work on ODT's. If the job itself is not the standard for comparison, what will be? I understand the desire to reward performance...it is a good objective. I just don't see how it can be done as proposed by NSPS and still remain fair.