| Comment Number: | OL-10510598 |
| Received: | 3/16/2005 10:42:20 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:
In the event that you have a "bummer" of a supervisor, what recourse is available to employees? Will 360 degree feedback be considered in a supervisor's appraisal? 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) What will the performance cycle be come Jul 05? What NSPS considerations can we bear in mind during the review and certification of our performance work plans in Apr/May 05 under the current appraisal system? Is there a filter, if you will, to catch/correct/remedy inconsistencies before conversion to the new system so as not to export existing problems? Volume of work - will workloads still weigh in on manpower requirements or will available civ-pay funds be the primary driver? Meaning, will an employee be expected to perform the work of 2 on a long term basis simply because funding doesn't exist for the second body albeit the work must be done? With regard to pay bands and the governing bodies: Will SECDEF determine the pay bands' upper and lower limits by regions? Who makes up the local Pay-Pool Panel and Manager? At what level is the discretion over the pay pool? Wrt scope of the pay pool, will each branch have a budget to work within? What happens to skills coding? How will experience be classified/quantified and considered for promotions/reassignments? Given the propensity for competition among peers under NSPS, what strategy does management plan to employ to foster "healthy" working relationships? I'm pleased that NSPS will tie rewards to performance, but what happens when your supervisor doesn't have a clue what you do? My former supervisor accepted a new position, 2nd level supervisor is filling role and doesn't know what I do on a regular basis, nor has he provided any kind of feedback to date. What about voluntary work done within the organization that needs to be done, but doesn't get recognized? i.e., CFC, AFA, booster club rep, etc. How will NSPS ensure supervisors receive leadership training? Currently AF supervisors receive supervisory training, most it focused on disciplinary actions, but no leadership training. They're not schooled in mentoring, and challenging employees to perform better. Most of us want to serve our country in the best way possible, but rules don't allow us to do so. Supervisors of divisions don't know the "trench workers" processes and won't let things change, because "that's the way we've always done it." Also, how do you propose a colonel or general "permitting" employees to "change" things without impacting their leadership roles? The mindset of some military leaders is "not on my watch", while the changes implemented would be for the benefit of all.