| Comment Number: | OL-10510913 |
| Received: | 3/16/2005 12:53:44 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:
With regard to your performance evaluation provisions, there seems to be insufficient safeguards for the individual employees being subject to the vaguaries of a management system focused on their own careers. Where I work (software engineering) management advances their own interest by hiring and promoting the highest graded people they can find (engineers) thereby justifying their own wildly inflated salaries. Sadly, the quality of the work doesn't match the cost. Unless competition is introduced where this type of organizational structure becomes identified and then changed to the benefit of the DOD, management can be expected to act in their own self interest. In other words, people need to be evaluated on their ability to do the work, not get their bosses promoted. Also, your over indulgence in adjectives like "exciting" to promote the new personnel system while leaving imprtant details to sort themselves out later is insulting and worrying to me and the majority of the people I work with.DOD is clearly more concerned with cost than implementation.