| Comment Number: | OL-10508103 |
| Received: | 3/14/2005 6:02:13 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:
I do not agree that personal conduct should be a measure of employee job performance. Personal conflicts, differences in life outlooks, even cultural perspectives and different ways to see humor can play into conduct. Serious Misconduct can be disciplined via criminal reporting action. But Misconduct is not a measure of performance or job output. If one employee does everything they are told but complains about it, why should they be rated on the same plain with an employee that always smiles with every request but never does anything they are asked. Performance is performance. Good Conduct is Good Conduct. Work output and Outward Behaviors can't be placed on the same plain. What about employees with illnesses who suffer in temperamental distortions, people with diabetes are more irritable. Why should their performance evaluation be critiqued based on good table manners. Some employees value their personal medical history very highly and would not outwardly admit to having a medical reason for their "out of the ordinary" misbehavior. Please remove this from the performance evaluation criteria. Thank you. René