| Comment Number: | OL-10508971 |
| Received: | 3/15/2005 11:44:28 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:
I am currently a civil service employee and I am extremely concerned about the potential for abuse of this proposed new system by unscrupulous supervisors. In the past, I have been victimized by unfair performance ratings by my supervisor. I filed a grievance which was denied by a senior supervisor who is the mentor of my immediate supervisor. This situation is bad but under the current system the adverse effect is limited to annual performance awards and potential/consideration for promotion. Under the new system, my basic pay and the equivalent of step raises will also be subject to abuse by this supervisor. I read where this new system is intended to promote high performance but I would like to point out that nothing decreases moral and performance more than unfair treatment. To accomplish its goal, this system must include additional safeguards against unfair treatment of employees by biased supervisors. Instead, this system appears to provide less employee protection. Subpart H, page 7565, in the first sentence appears to limit appeals to 'adverse actions' which would not include performance ratings. Under Subpart I, paragraph 2, page 7569, the definition of grievance is modified to limit grievances solely to 'conditions of employment' issues which do not appear to include performance ratings. Subpart I, paragraph 16, page 7572, specifically excludes pay and ratings of record from the grievance procedure. Subpart A, Continuing Collaboration, page 7557, states that the specific procedures for reconsideration of performance ratings are not spelled out and will be established in internal DoD issuances. Those 'issuances' will be the key to the success or failure of this system. They must provide significant safeguards for individual employees. This new system dramatically increases the opportunities for abuse of employees by biased supervisors and decreases the employees appeal rights. I anticipate this system will result in a 'good ole boy' situation where good, high performing employees receive miniscule raises while supervisor's pets receive the majority of the increases. I believe the end result of this system will be the opposite of its stated goal of promoting high performance. Overall moral and performance will decrease.