| Comment Number: | OL-10507536 |
| Received: | 3/14/2005 12:11:50 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:
My comments concern the proposed change to the RIF process, which would emphasize performance over length of service in the decision process. While I understand the superficial rationale for this (i.e. removing the dead wood), I feel this provision would ultimately be extremely counterproductive. I work in a professional office with a staff of approximately 10 environmental scientists. Currently there is a strong cooperative spirit, where information and experience are freely shared and new employees are mentored. Changing the RIF process to base retention on performance rather than seniority would destroy this culture, fostering competition instead of cooperation. Under the proposed system, what incentive would a knowledgeable senior employee have to mentor someone who may one day be in direct competition for his/her job? My other objection to basing retention on performance is the subjectively of performance evaluations. As others have commented, evaluations can be tainted by personal relationships between the supervisor and employee, with absolutely no guarantee that favorable performance translates to a favorable evaluation. I for one don’t want to work in a high school-like environment, where popularity, personal appearance, political opinion, and beliefs could well matter more than substantive performance. Thank you for considering my comments.