| Comment Number: | OL-10505697 |
| Received: | 3/11/2005 5:09:35 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:
HIRING: Hiring is too slow - this affects the ability to hire talent. However, the new system, while it may allow hiring of more talent, it will not help to keep talent already in place. CLASSIFICATION: It is frustrating for higher performers to be paid the same, but revamping a major system to alleviate this is not the answer. Also, I recall getting year end bonuses – that told me that I was highly regarded. Additionally, as far as I know, people do not have to get promoted under the current system. Generally it does happen when time requirements are met, however if a supervisor does not feel that an employee deserves the promotion based on performance, the situation can be examined. If supervisors are doing the right thing and are involved with employees, evaluations will be done correctly and there will be an accurate reflection. In my short time as a civilian government employee, I have seen many problem employees go unpunished even completely unaddressed. As a government workforce, we demand top quality personnel. However, there is a difference between less than superb workers and troublemakers. This is not to condone substandard work, but this system can effectively group the two together. Unacceptable performance may be very subjective in some cases. While the supervisor may be one of the best judges of employee performance, making him or her sole judge could be detrimental when a severe conflict of interest exists. Pay for Performance: Many people have already stated that this will create issues for employees who have an inherently different value system than supervisors. This does not make them poor performers. “Pay bands provide more flexibility to assign employees new or different work.” This sounds like a catch-all so that the government can do with employees as they choose as far as duty location and description offering no recourse for the employee. Seven Guiding Principles: These principles are good, but it does not appear that NSPS overall will support them.