| Comment Number: | OL-10508218 |
| Received: | 3/14/2005 9:22:36 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:
Dear Sir: I want to object to your proposed rules. They minimize and disregard years of mutual Labor/Management efforts to refine personnel practices. You are throwing away valuable lessons paid for by both sides to look for short cuts to resolve complex problems. Federal employees give you their respect and loyalty and you seem to want to deny them the same respect you expect. Having supervisors make decisions concerning employee pay and bonuses that affects their potential for financial gratification is not realistic. The human condition being what it is will find the vast majority of awards money as well as pay increases channeled into supervisor’s pockets and those employees who enjoy special considerations, ie DNA. Our past efforts to implement performance appraisal as a pre-requisite for advancement through the grade seems to have failed. These instructions required supervisors to document refusal/inability to achieve required performance standards. Even with the means to correct offending employees by documenting their shortcomings and taking administrative action supervisors opted to take the "Path of Least Resistance and ignored problem employees. To now allow them to take sanctions against employees with these new rules will encourage them to take action against those employees they ignored previously based on history and not current performance standards. They will take mood swing actions that will undermine the employee motivation based on the same evidence they collected under our previous attempt to implement performance appraisal. I should note that the last two Navy bases I have been at have opted for a simple pass/fail rating system. This testifies to failure of this type of tactic to ensure optimum performance.