| Comment Number: | OL-10507735 |
| Received: | 3/14/2005 2:31:17 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:
Federal Register / Vol. 70, No. 29 Subpart D states that management has a broad range of options for dealing with unacceptable performance including remedial training, an improvement period, reassignment, an oral warning, a letter of counseling, a written reprimand, or an adverse actions. It goes on to say that appropriate methodologies must be utilized. Is there going to be something a little more detailed as to what is considered appropriate for what type of unacceptable performance. Are there going to be specific steps required by management to go through leading up to an adverse action. Or is local management going to be given the authority to determine what is appropriate. If this is the case it could lead to different treatment of unacceptable performance by location and increase the propensity for abuse by management. For example, an employee can conceivably have a spotless record and has a difference of opinion with his current supervisor, which may lead to an adverse action.