| Comment Number: | OL-10509821 |
| Received: | 3/15/2005 6:42:26 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 B. First, I’d like to say that I'm predominantly in favor of NSPS, dissatisfyed by the status quo, and recognize that a change of this magnitude will be difficult even under the best of circumstances. I have 22 years before I'm eligible for retirement, and therefore have a vested interested in making this work. I've been very fortunate in my career and feel privileged to be employed in the DoD. My main concern rests with vague supervisory checks/balances. Some years ago we flattened our management hierarchy and many of our supervisors became active technicians, performing supervisory duties ad hoc, reactively at best. Under NSPS supervisory duties will require much more time, attention to detail and objectivity--an overwhelming task to effectively accomplish unless supervising is their only job. QUESTIONS for consideration: In the event that a reasonable, good employee has a bummer of a supervisor, what recourse is available to the employee so as not to tarnish or risk their own career? What training will be made available to supervisors to perform their lawful roles and responsibilities under NSPS and what soft-skills training will parallel? What checks/balances exist to keep things fair and equitable among the population based on performance? --(to keep the subjectivity/beauty pageant/good ol' boy network from dominating/destroying the workplace environment). Has a mechanism comparable to 360 degree feedback been considered for supervisory duty rating?