| Comment Number: | OL-10508260 |
| Received: | 3/14/2005 11:14:51 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:
The current personnel system already has measures in place to deal with poor performers; unfortunately, most of these employees are able to outlast even the most perseverent of supervisors. Many of the supervisors in my workplace have supervision and management as an additional duty, so monitoring performance and communicating with employees are usually shortchanged. Since the proposed changes rely heavily on the skills of management, I don't see anything ahead but more of the same when it comes to establishing realistic standards and evaluating performance. Some of this is due to lazy or inept managers, but many employees in management positions just don't make the time to provide proper counseling and feedback to each individual employee. As a result, 95% of the employees in my organization get the same performance rating, making a joke out of the "performance evaluation" process. I don't foresee this changing. Now we'll have raises based on these same, rubber-stamped evaluations. This situation appears to create competition between employees rather than foster a team-oriented environment. Of course, with the money situation, we all may be competing for a non-existent pool of dollars--perhaps that's the idea behind the whole plan.