| Comment Number: | OL-10507350 |
| Received: | 3/14/2005 10:27:17 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:
I offer my comments with the hope that they will be sicerely considered. I don't offer any proposal or alternate solution for the problem, but neither do you. You offer a framework and nothing else. I have worked for the US Army Corps of Engineers for 19 years. The Corps has had many years to make our current performance management system work (TAPES). Managers come up with boiler plate performance statements that are suppose to apply to everyone. Since when did everyone do the same job? Now they want to take that and connect it to my pay. You say more training is required. There has been enough training. It still does not work the way it was suposed to. The problem is not that the Unions getting in the way of firing a poor performer, its that Management can't get out of there own way! MSPB says that Management wins 80% of the cases brought before them. You mean to tell me that we are going through all of this because of 20%. There is a golden rule in most professional organizations: Don't waste your time on the smallest portion of the work. Spend it on the portion with the greatest value to the job! The 80/20 rule. With all the training in the world our Supervisors still can not prepare the appropriate documentation and follow very succint rules for "due process" if you want to fire an employee. Why is that? The principles are the same, except DoD gets more power to change the rules as they go. Suprisingly, none of the rules are detailed in the Federal Register and that is a sham. Where is this country going when changes are allowed like this "in the name of National Security". Sounds like some recent history, we are all doomed to repeat.