| Comment Number: | OL-10509366 |
| Received: | 3/15/2005 2:47:40 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 am trying to understand how this system will establish a good work enviornment. we have already too many people worried about what the next person is doing in this current system. Recieving raises on the merits of ones work is fine without the human element involvement but unfortunately what you will have is petty jealousies and reporting back to supervisors as spies stating who has done what type of work to make themselves look better in the eyes of thier supervisors. though as childish as that sounds the possibilty of that occurring more often increases in this system. supervisors have to be watched even more vigilently also because of the human element. For example one of your co-workers who you didn't really get along with becomes a supervisor, what's to stop him or her from denying you a pay raise because they don't like you? there has to be a checks and balances between supervisors and employees so that prejudices and biases do not make important fiscal decisions instead of just merit alone. criteria for what merits a raise also has to be established. You are a supervisor, one of your employees is always on time but though he does ok work, never complains and never leaves early while another employee comes late on occassions, takes excessives breaks but does extraordinary work. who deserves the raise? both?neither? one or the other? how does this merit value system work? what we will have is co-workers logging other co-workers performaces just to see where thier raise may or may not lie instead of worrying about thier own performances.