| Comment Number: | OL-10510139 |
| Received: | 3/16/2005 6:19:48 AM |
| 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) When making the initial evaluation for the year; a projection should be made of the needed or required goals for the employee to complete in the upcoming year. Giving managers the ability to change the evaluation criteria when ever they desire can leave employees with a large work load and a short suspense time. Pay is based on performance with this new system and having work load requirements changed at the whim of a supervisor can be detrimental to the pay advancement opportunities of the employee. If an employees evaluation criteria keeps changing, how can they ever meet and maintain the goals required to have a successful career. What makes this so dangersous is a personality conflict between a supervisor and an employee can result in an mid-cycle change of cuurent duties and an assignment of additional responsibilities. Then that supervisor has the power to over load that employee with work and if that employee can not perform to the new evaluation criteria that was just fabricated, they can get a bad evaluation. Not only will the employees pay be in jeapordy but their health maybe too. They can be literally worked into a negative state of health trying to accomplish varying work levels and expectations.