| Comment Number: | OL-10507050 |
| Received: | 3/14/2005 8:05:35 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:
The key concern I have is payment of performance and how fair it will be to primarily supervisors/managers. We have today employees who just refuse to do the work and uses the EEO as their protective support. The managers perform all the formal actions (individual performance plan; leave restrictions; counseling; formal training; formal work performance documentation, etc) and there has normally been a way for the employee to remain at the organization with little consequences but the supervisor/manager ended up paying the higher price (EEO complaint; time consumed in performing the formal actions that other mission requirements take a back seat, no support from their leadership as they do these actions, or is rated unfairly because they proceeded with trying to bring employees inline, etc). How can the supervisor/manager be assured that they will not still be the ones being treated unfairly concerning performance and the employee still remains protected? The system needs to ensure the supervisor/manager has a higher degree of protection rights than the employee especially since this group does not fall under Union representation/protection.