| Comment Number: | OL-10511265 |
| Received: | 3/16/2005 2:48:22 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:
Subpart D - Performance Management Section 9901.401 I am concerned about the amount and type of training that supervisors/managers will receive since their employees livelihoods will be determined by these same supervisors/managers. Training should be more than "adequate" and should include refreshers on EEO and diversity training. The system will be no better than the people who implement it. If the objective is to retain talented , dedicated employees and attract new employees with those same attributes then the supervisors/managers need to be up to the challenge. Funding needs to be earmarked specifically for these training purposes. Subpart D - Performance Management Section 9901.409 If an employee challenges a rating of record and the rating is changed then the payout determination should be subject to reconsideration procedures. Subpart C - Pay and Pay Administration Section 9901.313 Rather than "to the maximum extent practible", guarantee that the amount allocated for compensation of DOD employees who are included in NSPS may not be less than the amount that would have been allocated for compensation of such employees if they had not been converted to NSPS including adjustments for step increases and rates of promotion that would have been expected for fiscal years 2004 through 2008. Subpart C - Pay and Pay administration Section 9901.323 Ensure employees with rating above "unacceptable" continue to receive yearly Cost of Living increases by same method as previous to implementation of NSPS.