| Comment Number: | OL-10510826 |
| Received: | 3/16/2005 12:15:36 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:
Page 12 - Monitoring performance - Just like the existing system, the people who currently are getting the higher grades, will still get the higher raises regardless of qualifications or performance. This plan allows for flexibility for the "Good 'ol boys club" Page 14 - RIF Factors Longevity no longer being a factor, again leaves allowances for favoritism and demeans loyalty. Page 31 - Eligibility for pay increase associated with a supplement adjustment. The local market adjustment is based on cost of local living. Regardless if an employee is a bad performer, they should still be allowed to receive the local market adjustment. Even bad minimum wage employees in the commercial sector, receive increases of these types. Page 33 - Reduction in pay for bad performance can be made at any time. What about an investigation? This is like being guilty until proven innocent. Reduction in pay first and then you appeal the process. Page 33 - Setting pay upon promotion Since there is no limit you can elect to higher at the max which leave no room for growth. Current practices do not allow hiring at the max step. Page 35 - Effective Safe Guards What are these safe guards to ensure managers are fair. There is truly no safe guard to ensure someone will be fair. Page 36- Final decision is mangers What happens if an employee doesn't agree with managers performance requirements. The employee will still have to concur with them the whole time a grievence or appeal is being investigated. Page 36 - contiuous feedback Managers now can barely comply with an annual and mid year review for performance, what makes people think they will take the time to continually provide feedback to employees.