| Comment Number: | OL-10507285 |
| Received: | 3/14/2005 9:50:25 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:
Performance Based Pay: This will become a major point of discontent within the new pay system. It's currently an issue in organizations/ units that are geographically dispersed. Supervisor's/managers usually favor personnel working in their local offices during a rating period and this Rating/Performance Plan will continue to be unfair and discriminatory. Setting and Communicating Performance Expectations: Supervisors and manager currently fail to communicate performance expectations or counsel employees. When an employee fails to meet expectations they should be counseled and receive additional training. Supervisors and managers also need annual or semi-annual Leadership, Supervisory and Communicating Effectively training to update those skills. A poor performer should also reflect on the supervisor's ability and training to turn that employee into an acceptable, motivated and valued federal employee. Supervisors and managers should be rated on their performance and skills and personnel actions should be documented and forwarded higher personnel panels for review. Most supervisors and managers are kept in positions because of longevity and acts of nepotism.