| Comment Number: | OL-10509847 |
| Received: | 3/15/2005 7:24:09 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 am a GS-14 and supervise 16 mil and civ personnel. Everyone does a great job. I have no slackers. After reading the CFR, it appears to me someone has to lose to award someone else. If I want to award one person who does better than everyone else, although everyone else does a very good job, there will have to be someone that gets less or takes a hit. It appears much like the Officer evaluation system where there is stratification but you can only have so many top performers so folks lose, even thought they do a great job. It becomes one of who you know, who you work for, or how visible you make yourself. I would prefer someone who does their job great but lacks the visibility versus the person who always volunteers for the special projects and their job gets done by others. Unfortunately they get the visibility. I like the old system, it is predictable and offers incentives through annual awards, time off, etc. If you do a good job, you will progress. You don't have to do non-job related things to be competitive. There is something to be said for the ability to do your core job and not have to play a game. I let the mil in the office play their game to get ahead and let the civ provide the stability and continuity of doing the day to day work. I believe 99% of all people come to work to do a good job. To award the folks, there will have to be more failures.