| Comment Number: | OL-10505118 |
| Received: | 3/10/2005 3:02:02 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:
This is what is waging on my mind... I'm familiar with veterans' preference, my husband has it. But am wonder how the following scenario would play out: Since NSPS is performance based how will veterans performing poorly be treated? Consider two employees performing the same job, one a vet, one a non-vet. For the past 3 years the vet is just barely meeting her performance requirements, but the non-vet is continually exceeding hers. I suspect the same criteria will be in place to assist a troubled employee and that there would be an IDP (Individual Development Plan) in place, but how long will the non-vet have to cover for the vet? I know supervisors/mgrs will be in what sounds like some pretty intensive training for NSPS, but it seems that vets barely meeting job requirements would keep their jobs (i.e. a RIF) as opposed to those non-vets exceeding their job requirements. Perhaps it's just been that supervisors/mgrs have failed to hold employees accountable in the past - due to the intensive work involved in processing an employees' removal. I look forward to the NSPS alleviating the long, drawn-out process... And to supervisors/mgrs holding tight to the reigns... Thank you very much for your time. Sincerely, Sara A. Patrick