| Comment Number: | OL-10504230 |
| Received: | 3/8/2005 6:44:17 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:
The current GS system requires supervisors to set "clear expectations, communicating with employees, and linking individual expectations to the goals and objectives of the organization". You recieve your counseling, the support form is completed. There are clear expectations and your performance rating is based on how well you meet those expectations. Nothing changes under NSPS. The problem arises when supervisors do not set clear expectations or communicate with employees, they don't take action against underperforming employees and the do not recognize outstanding performance. Under the GS system, you at least get longevity step increases. Under NSPS, if your supervisor is lazy or wants to try and force you to quit all he has to do is do nothing. The employee doesn't get a raise and falls farther and farther behind. Now, in a perfect world, the supervisor's boss would identify this problem and fix it using the NSPS system. But the same could be said for the GS system, but as I have personally experienced, everyone is busy with the mission and little things like evals and counselings don't get done unless someone is coming to inspect and the first pot of money to be taken away is awards and hiring or promotions. I have the impression that nothing will change for me, the worker, except that the step increase is being taken away.