| Comment Number: | OL-10509104 |
| Received: | 3/15/2005 12:55:21 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 have noticed that the current problem with promotions is the appraisal process. To be selected for consideration of promotion you must have several factors considered, the most important is your last appraisal. A system that considers its best performers is correct, however, the appraisal system is the weak link in this. Currently, an employee’s appraisal is based on his or her first line supervisor's opinion only. There is no quantitative values used, only one persons opinion which does have a great deal of personal bias. Even in the same area or business unit there is no standard whatsoever, even between the different shifts. Two people with exactly the same performance get two completely different appraisals. How can you evaluate two people for a position when there is no standard or definitive measurement to evaluate them? If either the old system or the new system is to work as intended you must have a reliable method to accurately identify the best performers and compare them.