| Comment Number: | OL-10509375 |
| Received: | 3/15/2005 2:52:17 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:
Page 7562; 2nd column - "supervisors and managers will be held accountable for clearly and effectively communicating expectations and providing timely feedback regarding behavior and performance" That SHOULD be happening under the current system - sounds as if this NEW regulation is going to make that happen - yet all of these things can occur under the current system - IF supervisors are doing their JOB!!! And if not - higher level management should be holding them accountable. A new system will not FIX an existing lack of willingness to do what should be done with the status quo. Page 7562 - 3rd column; "one of main objectives of the pay for performance system is to replace the culture of pay for longevity...." Pay is NOT guaranteed based on longevity now - IF a supervisor is doing their job - the next STEP increase must be approved and if performance concerns exist - the step increase is NOT automatic. My recommendation is to enforce the current system in this area - we don't need a new tool.. We need supervisors willing to use the tools currently available to them. Same para "performance based pay requires improved communication..." this eludes to fact that communication is not acceptable now - WHY? How will a new system fix this - enforce what we have and hold current managers and senior management accountable.