| Comment Number: | OL-10508443 |
| Received: | 3/15/2005 8:43:22 AM |
| 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:
Performance Management, Subpart D I am concerned about accountability. As a civilian employee with the DOD for four years, performance appraisals have never been given out in a timely manner. There is currently no guidance given on how to advance from one performance level to the next. We are extremely short staffed and have been for some time. Is our performance to be compared with districts who are not as understaffed? As this is a performance based system, what will our performance be based on? I am currently in a position which I love, because I consider it to be exciting and challenging. However, I have held positions in the federal government which were not exciting or challenging. Although always a conscientious employee who has always done well on performance appraisals, I was not as motivated to achieve the level that I currently strive for. Therefore, I suspect that employees in those less challenging positions will be the ones who do less well when there is money to be divided. I do not think that would be the right way to do business. I also suspect that the funds allocated to a district for the purpose of pay raises has the potential to be very subjective, based on a supervisor's personality and understanding of the folks under them. What system of checks and balances will there be?