| Comment Number: | OL-10504123 |
| Received: | 3/8/2005 1:53:21 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:
My comment deals with Performance Based Pay. I have heard talk among my peers regarding how employees will be evaluated. Some say that each employees rating will not only be based on the employees performance at their normal assigned task (job function), but will also be based on if that employee has volunteered to go to IRAQ or similar type country. I have looked through the NSPS proposed rules and cannot find this specifically stated anywhere. Please state the intention specifically if this is the case or if this is a possibility that management can use this as a tool to rate down employees. If the employee has not volunteered then, can they be given a lower rating? Another closely related comments: If an employee is assigned a new work location (lets say IRAQ) then will their old job position have to be eliminated? What I am getting at is - Can the DOD relocate a poor performer to another location and hire a new employee to fill the vacating spot? One perception around my office is that the NSPS will be a management tool to force more people to volunteer to go to a War Zone in order to maintain a good performance rating. I recommend you specifically address these concerns to eliminate the office rumours.