Comment Number: OL-10506199
Received: 3/11/2005 12:32:24 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:

I am against the proposed changes to pay and classification. It would be okay if the supervisors could just look at the work an employee does and not take personalities into account. As we are all human I believe that is impossible and once an employee questions a supervisor or refuses to act in a manner that makes them "endearing" all hope for an honest objective evaluation is eliminated. Since it seems that merits, raises, steps or rewards will be given at the discretion of the supervisor some employees that do good work, but have issues with those higher up the chain will not be as in the race for the increases. We see this already in the awards for employee of the month and in time off awards. At least right now it does not effect the pay rate at which they have to give step increases to us at least when we have put up with this and have "done our time." I do agree that those who are just skating by (subjective comment, who decides) should be brought into line by setting minimum standards of work and that the evaluations should be more specific of work objectives and skills and weather the goal set is being met. I believe that can be done without changing our pay tables or increases. If a goal was written on paper and an employee failed to meet that goal then other ways to deal with it are available to the supervisors. Unfortunately, already in this system you are proposing the ones who should be reprimanded and are and those who should be reprimanded and are not will depend more on subjective discretion of one person or even those we do not know well who are in a supervisor position. Friends of the supervisor rarely get reprimanded now. The proposed changes will make it easier for supervisors to pile up things in files of those they do not like or even put in greater things for those they do. Then the pay will be effected but at least now it isnt. I believe favoritism will be rampant as it is now in our department, but when these changes come into effect it will be uncontrolled. In your system, you are making it so that not only do you have to do your job, but you have to be liked by specific people. And retribution is taken if anything is reported or disagreed with. The environment becomes almost unbearable for those who question things. I have seen this happen. I am sure that the burdon of proof would lie on those employees and even if they were right and successfully challenged an order, what type work environment would follow an already bad one once that occurred. If there could be a totally objective way that would protect employees raises and not rob them of the time they have put in. Because time should count for pay as well as work productivity. Expanding job descriptions for those working in positions that do more than is on the paper, for instance. That would open up a level increase or something else. The changes are supposed to be taking effect in stages starting in July but who is affected and how is that fair to those who have to give up what they have now compared to those who give it up later? Most of us work because we have to, not because we want to. We put up with alot of stuff because as the saying goes, it all rolls down hill. Those of us who have no aspirations to climb the social ladder will be at risk for being looked over even though we do our jobs well. The one thing noticed by me is that no employees of the "low end" of this seemed to be involved in the process or decision making of these new rules. The upper eschelon was well represented as well as outsiders who do not have a clue. I am very disappointed that this is happening to our system and although it has failures it is better than what is coming. Thanks for the space.