| Comment Number: | OL-10509751 |
| Received: | 3/15/2005 5:37:33 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 7585 Section 9901.406 Setting and communicating performance expectations The proposed regulations are seriously flawed because they do not require management to provide performance expectations to employees in writing. 9901.406(b) should be modified by adding: “Performance expectations will be provided in writing and discussed with employees at the beginning of the rating period. When expectations are set or changed verbally by supervisors during the rating period, they will be confirmed in writing by management, and provided to employees in a timely manner.” 9901.406(b) should be modified by adding: “Performance expectations must permit the accurate evaluation of job performance based on objective criteria.” This recommendation incorporates a current requirement for performance standards under 5 U.S.C. 4302(b)(1). 9901.406(c) should be modified by adding: “Supervisor and managers are always accountable for demonstrating professionalism and standards of appropriate conduct and behavior, such as civility and respect for others. Supervisors and managers must set the standard of behavior for employees to follow. Therefore, professionalism, civility, respect for others, and similar exemplary behavior will be an absolute requirement for management, and will directly impact their performance ratings and pay.” This language is necessary to ensure that the language in 9901.406(b) specifying these conduct requirements for employees is clearly applied to supervisors and managers as well, recognizing the need for management to set the standard for conduct in the workplace. 9901.406(d) should be modified by adding: “Employees should seek clarification and/or additional information when they do not understand their performance expectations.” This change clarifies that the primary responsibility for clearly communicating performance expectations lies with supervisors.