| Comment Number: | OL-10511245 |
| Received: | 3/16/2005 2:43:10 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:
Federal Register / Vol. 70, No 29, Subpart F lists individual performance rating as the third factor of retention in a RIF. It does not state if only the current performance rating will be used or an average of previous performance ratings. If only the current performance rating is used that may not be a fair representation of an employee’s performance. For example, an employee could have exception rating for the five previous performance reviews and for some reason beyond his control only have a fully successful for the current rating period Also, the retention list puts length of service as the least important criteria that are only used in a tie break situation. This does not address the loyalty an employee has throughout his career and is basically saying that your job is not secure. If you get one bad rating you could be out the door and not take into account your contributions throughout your government career. Is this the can of message you want to send, especially given the current projections on labor shortages in the next five to ten years?