| Comment Number: | OL-10509663 |
| Received: | 3/15/2005 4:53:05 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:
Performance Management, Subpart D, Monitoring Performance and Providing Feedback. It states that at least one interim performance review be performed during each rating period. This is good and appropriate. It should futhermore require that periodic changes to performance objectives be immediately addressed. For example if a specific objective is identified such as the accomplishment of a design for a new building and the funding is canceled, then that objective would have to be eliminated. Also, before the supervisor or rater actually assigns a rating, he/she should solicit the employees opinion of how well he/she did against the performance objectives identified for that rating period. This would allow a supervisor to recall particular achievements or details that might otherwise not be properly remembered or recognized. This is a key element in having the performance based system work properly. For many career fields performance objectives must be different from year to year. It should be mandatory that this is recognized. Thsi new system must be objective and quantitative and eliminate opinion or feeling as much as possible.