| Comment Number: | OL-10510641 |
| Received: | 3/16/2005 10:58:12 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:
Part 9901.402 What or who is going to define "equitable method for appraising & compensating employees?" I don't think that management is going to be fair when it comes to performance appraisals and compensation. Military supervisors may hold a civilian employee to a different standard than military members, the same could be said for civilian supervisors and military members. Many civilian supervisors have no training or experience when it comes to supervising military members, and many military supervisors have no experience or training when it comes to supervising civilian employees; so there is no equitable method. I think that the NSPS is a bad idea. It appears that it doesn't matter whether you are performing your job at an acceptable or exceptional level, you are punctual, don't abuse sick or annual leave; have seniority, is a non-smoker, or strive to better yourself and the organization you work for. What matters is whether your supervisor thinks you should be rewarded with a pay increase. Woe unto you if the supervisor, for whatever reason (often not work-related) doesn't care for you. If you are not a part of the good ole boy and girls club, shame on you. If you don't socialize regularly after hours with the supervisor, shame on you. If you don't play golf or have beers with the supervisor, shame on you. The supervisor will have more power over your career than they should have. Now, the supervisor has the capability to make or break an employee, and that is sad. The people that will be hurt the most by the new personnel system are minorities and females.