| Comment Number: | OL-10510931 |
| Received: | 3/16/2005 1:03:59 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:
The current performance evaluation etc.system is gernerally quite equitable for all since they each compete against their performance standards and not their co-workers. The new system heavily emphasizes "The Good Old Boy" concept - evaluating performance becomes totally subjective depending on the integrity of each given supervisor under NSPS. The current system at least had given job descriptions and performance standards identified at the beginning of each rating period. The new system appears to be grouping employees in a range of grade levels not job types regardless of the position or job qualification requirements for determining pay increases. Grouped employees must compete against each other for the supervisors favoritism and not against set performance criteria for their duty position. Therefore, NSPS will eliminate or really crimp team work because individuals start competing against each for recognition and pay increases instead of their specific performance standards/criteria. A given individual in a professional job series requiring a certain type of civilian education will compete against a person who may only need a high school diploma because they fall within the same grouping of pay grades. The employees least liked by their supervisor will never be fairly evaluated under NSPS or ever receive even a cost of living raise because of their unscrupulous supervisors. It seems the primary reason the current system is viewed as not working effectively by the proponents of this new system is because of the lack of many supervisors actually being qualified personnel managers and leaders willing to do the counseling and administrative action required to document subpar-performance; not because the system isn't effective. I hope I'm wrong, but I fully expect this to create more problems and reduce productivity just to make it easier to eliminate real or subjectively perceived deadwood. How will this system weed out the bad, lazy, or unqualified supervisors especially if that supervisor's supervisor falls in the same category? Will qualification requirements based on current job series still be used to advertise openings or will it depend on being a "Yes man/woman" to rise within an organization?