| Comment Number: | OL-10506462 |
| Received: | 3/11/2005 3:50:07 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:
These comments pertain to performance management, sections 9901.401 through 9901.409. Unfortunately, these changes may represent a step backwards in establishing a reasonable, equitable system of pay. It is likely to result in a 'good ole boy' environment wherein those a manager feels closest to, those a manager personally likes best, are those who will get higher pay -- not necessarily those doing the bulk of the work. If there is no strongly enforceable system to ensure fairness, including a well-defined process for grieving performance reviews, the government may be shooting itself in the foot with the new policies. Who will determine that a particular review was based on petty revenge because an employee voiced a legitimate work-based difference of opinion? Or has personal views that clash with the manager's own? Many performance standards include vague terms such as 'attitude' or 'teamwork' that can be interpreted according to a manger's opinion. Under the new policies, it appears that most any disgruntled manager will be able to force employees out or at least create severe economic punishment for employees based on little or no concrete evidence. How willing are we to let valuable employees be treated badly due to bad management and poor policies? I strongly urge that this system be reconsidered. Adequate provision must be made for fairness for employees, not just because that is what is best for employees, but because that is what is best for the government.