| Comment Number: | OL-10506504 |
| Received: | 3/11/2005 4:59:29 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:
Guiding Principles and Key Performance Parameters... For this to work managers must be fair, goal oriented, team oriented and maintain high ethical standards Classification- Subpart B.. Pay banding will work as long as the managers are held to a given standard and know that they have to have goals set and metrics to evaluate the job performance of subordinates. The current GS system allows personnel step promotions even if they are non performers. Pay banding will not work if managers do not enforce standards and differentiate the non acheivers, from the average worker to those that go above and beyond. Setting and Communicating Performance Expectations... This has to be communicated in writing and if an employee is not peforming up to standards a given time frame should be designated to correct the problem. Feedback sessions should be documented and signed by the employee to verify the feedback sessions have taken place. Some supervisors do not sit down with the employee and go over their performance they just pencil whip documentation. Positive and or negative feedback should be part of every feedback session. Employees should be given a chance to right their comments in the feedback session as well. Accountability is the catch word I see in the NSPS and I am all for that.