| Comment Number: | OL-10504415 |
| Received: | 3/9/2005 12:25:27 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:
After reviewing some of the proposed changes to the rating criteria of DOD employees for job performance, I am concerned regarding the subjective nature of the ratings. I feel they are not specific and I do not see measurable benchmarks that can be used in rating job performance. How are supervisors going to determine the quality of an employee's job performance? Especially if a supervisor is new or has little work experience, what will guide the supervisor to fairly rate the job performance of each individual in his organization? As it is currently proposed, if the supervisor likes one employee more than another, the gates are wide open for abuse with no protection built in for the employee. I agree there is merit in rewarding workers for outstanding performance, however, the NSPS proposal has too many loopholes that may allow personal issues to affect the fair job evaluation of employees with no provisions to protect the employees from discriminatory actions or unfair job performance ratings. The proposed legislation has a fox guarding the hen house. Although I agree the government has been held hostage regarding flexibility in personnel management, I also feel many of the current procedures were implemented to protect the very subjective nature that NSPS is advocating now. I firmly believe we should make changes slowly and employee and employer protections need to be put in place before any implementation occurs. Currently I think the legislation is forgetting that their current employer is the US citizens and not the US government. As such citizens, some of whom are also employees, need to be protected from the unleashed policies currently being proposed.