| Comment Number: | OL-10509552 |
| Received: | 3/15/2005 4:09:58 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 concerns regarding raises; I see it becoming a problem if the supervisor has a problem with the employee. If the employee is doing a good/exceptional job and the supervisor is basing the raise on whether he/she likes the employee then I can see how unfair this will be to the employee. Also, it can work the other way also if the supervisor favors the employee over another then the raise could be more substantial than most. I think the fact the employee can not grievance the final evaluation is unfair to the individual and this should be re-looked at. I as an employee consider myself to be a high roller in any job, but I have had supervisors without awards based on their perception of how I get the job done. I have had supervisors asked me to do things that are not within regulations and have withheld awards because of this. For these reasons I would suggest evaluations should always be open for grievance if the employee has been unfairly treated.