| Comment Number: | OL-10509447 |
| Received: | 3/15/2005 3:25:38 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 been in Civil Service for almost 31 years. In tht time there have been several reorganizations of the personnel management system. At least the last two have required that supervisors actually pay attention to an employees work and counsel the at mid-year. I have NEVER had mid-year councelling. This is supposed to be when supervisors adjust directions as needed to meet organizational goals. It has never hapened. our new system relies even more heavily on supervisors to actually manage employees. I am very concerned that there are too many supervisors in the system who are like mine and do not understand that what work is done and how it is done is under their control as managers. The description of the new law/system says this management will be easier uner the new system. There is nothing wrong with the old system - if it were to be used correctly. The ability to recognize good work s in the current system, but my supervisor gives EVERYONE a bonus EVERY YEAR. The size of the bonus supposedly varies from pereson to person, but I'm not sure people know that. Every one thinks it's a bonus they are entitled too because they showed up, most of the time. How is the new system going to fix the supervisor mind set that has developed this way? The means of disciplining employees is in the current system as well. It requires that supervisors pay attention to the work and the workplace and actually manage them. If they are not doing that now, why will they do better under the new system? Who is going to force the managers to manage under the new system, since they are not forcing them to do so under the curent one? As I read through the description of the program it is very heavy on supervisory involvement. In 31 years I have had one supervisor who could handle that and he did fairly well under an old system. The problem is not that a new system is needed, th eproblem is that managers need training and supervision to do the job.