Comment Number: OL-10508198
Received: 3/14/2005 8:46:35 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 want my union to be abe to represent, advise me if I ever have an appeal. 'Performance Rating Challenges' guidelines are too vague. The lst sentence ending with "At least in the beginning" is very threatening and poduces mistrust. I should be able to appeal any untruth, judgement of behavior or slander against my person. AFGE can be by me side if I request, as it is now and that can include staff meetings. My supervisors are like revolving doors what kind of quality evaluation will I get? Performance counseling should take place every 60 days. Then improvements can be recoginized or awareness of corrections needed. I already have missed performance ratings all ready because of my supervisors. What happens to my number of shares assigned to me? We may have low productive employees yet we have lazier bosses, they haven't done the required performance counseling to get rid of the loafers. I have received Exceptional Performance Ratings in the past will I receive shares for the accomplishment? I have a documented medical condition which has symptoms of behavioral episodes. How can I protect myself from getting fired for inapropiate actions, without disclosing to every supervisor that happens to land in the slot for awhile, my medical history that can be overheard, repeated, or read by co-workers that HAVE NO NEED TO KNOW. I have worked side by side with contract staff and have observed them working at a slow pace and only on a single task, while I have several procedures/tasks going on at the same time. Here again WHERE IS THE BLOODY SUPERVISOR SO WE COULD END THIS AND GET A HONEST DAYS WORK OUT OF ANY EMPLOYEE, DO THE COUNSELING GET RID OF THE DEAD WEIGHT; THAT IS WHERE QUITE A FEW DOLLARS COULD BE SAVED. GET THE LAZY NO WRITING SUPERVISORS OUT AS WELL....