| Comment Number: | OL-10509717 |
| Received: | 3/15/2005 5:19:35 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:
Subpart D: Performance Management. It appears that this section allows Supervisors to set performance expectations using any vague terminology they desire and subsequent performance ratings can be used by the supervisors to adjust employees pay, up or down. Since performance ratings will apparenlty not be grievable, favoritism will be the rule of the day. This will not encourage nor reward high performance but will instead promote nepotism. In addition to basic pay, retention in a RIF will be on the line based on these appraisals. Who will be willing to share success with a team mate when tomorrow you may be competing with that person to keep a job based on who had the most success? How effective will recruitment and retention be in an environment of every-person-for-themselves? Human nature says existing employees will try to stifle achievements and ambitions of new employees, not wanting to share recognition. A work environment of resentment and hostility will result. The NSPS changes will not result in healthy competition, the result will more likely be akin to a huge scale version of TV show The Apprentice.