| Comment Number: | OL-10507253 |
| Received: | 3/14/2005 9:38:55 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:
People, Please look at what you are proposing and reconsider. If I am a poor worker, management can deal with me. I could be put on a PIP (Performance Inprovment Plan), I get no awards and I get no promotions. If done properly with written words, I get demoted or fired. This is on the books, but management does not use it, because it has rules and management has to do their job and work to fire someone. Management is the problem in not getting poor workers corrected. Look at the 5 year rules for overseas employment in the Army. Management said you are limited to only five years working overseas. Move people back to CONUS after 5 years, but we can keep 25% of the workforce over 5 years here by exception. What place gets rid of its workers doing a good job, just because the worker has been working there longer than 5 years. Not too smart in my eyes. Management did not do their job with poor workers, so management started enforcing the 5 year rule, instead of moving just the poor performers. Morale went down and the yes-type workers got to butter up and get an exemption approved. This change will do the same thing. It is not fair and will lead to greater Cronyism than what is allowed now. Stop fixing something not broken. Do not start this program until you have data to support the program as a good thing. How can you drop seniority in the process? I don't say what the boss wants to hear, I say what I think is what needs to be said. The boss then does his job based on what I told him or her. If the boss only hears the good things and not the true beast, then we get poor decisions made without the good, bad and ugly sides given. The Senior leaders that thought up this process and sare so far from the weeds, they are losing the understanding that needs to be done. How may low ranking workers were in this group of 25-30 working group that came up with this plan? I'd say zero? What was the ranking of the working group? What on earth are you people trying to do here? This program smells rotten before it gets started! What are the full details and how does it help manage the workforce better? It adds to the management duties when there is too much to handle on the management plate now. My bosses have trouples just attending meetings, VTC, Conference, TDY trips, reading documents and emails out the wazoo. Now you want them to find time to do better and more work under this program to reward my performance over the limited time they see or hear what I do now? Come on and grown up people. Management won't have the tools and resources to improve things. If you really do want to get rid of older workers with the KSAs to do their job, this program should lead you down this path. I just can't believe you people are going to do it. I don't know what has to happen to get you to understand that it is a bad idea to change the performance system that I feel has worked and can work with our currents guidance and rules on the books now. I do not see your side of things. You do not treat people unfairly and this system will lead to unfair treatment. You want younger workers brought into our system, but you have the intern process now. We are losing young interns because the pay for a good intern is GS-11/12 level when the workers get twice that pay on the outside world if they are worth much on the performance side if things. Please stop and smell the roses and stop changing this current system of performance. There is too much back stabbing and knowledge is power being held from others now. Your changes will make it worst for the work force. Read and listen to what your workforce is telling you in these comments. There are a lot of comments listed here. How many of these comments are being read by the management people and the 25-30 working groups members?You should be reading all of the comments and all of the comments words being sent in on this big issue on changing the performance system. Please read