| Comment Number: | OL-10504860 |
| Received: | 3/10/2005 11:43:02 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:
Section 9901.607 Retention Standing RIF Processes By placing the "rating of record" above "service" in RIF retention this regulation would effectively, after being converted to pay-bands, allow a GS-11 employee with one year of service and one "outstanding" performance appraisal to be retained over a GS-13 employee with 25 years of service, 24 previous "outstanding" performance appraisals, and one current "exceeds fully successful". Previous RIF regulations allowed for a combination of time-in-service and performance. The three previous performance appraisals (3 years for outstanding, 2 years for Exceeds, 1 year for Satisfactory, for a maximum of 9 years) were added to the years of service to determine retention rights. Under the current system a supervisor may assume that a new employee (GS-11) is performing outstanding for their level while a GS-13 is performing at Exceeds Fully Successfull and the GS-13 is performing better than the GS-11. The GS-13 would be retained. Under the new system even though the new employee (low-end of pay band) is working outstanding as a new employee, you could not give them an outstanding since it could mean the loss of your 25 year hard working dedicated employee during a RIF. Written by an employee with 15 years of Federal Service and many RIFs under my belt. There is nothing worse than the "RIF" and to have time-in-service given the least amount of consideration is a slap in the face to the many federal employees that have dedicated themselves to being a "public servant".