| Comment Number: | OL-10511328 |
| Received: | 3/16/2005 3:05:46 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:
Our present system is corrupt due to the buddy system. There are a lot of good employees that have worked there way up through the system. At the same time even more received their position due to their buddies pulling them up through the ranks. NSPS will be the same corrupt system and even more so UNLESS we have an open rating system. We can not compete against blind competition. What I mean is, we know how we will be rated but we don’t know how everyone is being rated. As it stands a supervisor can rate you any way he likes, good or bad and only the super and upper management has the right to know. In this system the buddy system is alive and well. Make management accountable for what rating he gives you. Make all ratings public record. Publicize this new rack and stack system. If an appraisal is public record, peer pressure will help curb bad judgment from not so honest supervisors. This will end favoritism by the supervisor and make the supervisor rate all employees equally. It will also reveal to employees who and what a high performer is so he may model himself as such to improve his/her performance. If this system is to truly weed out the low performers then it only stands to reason to know who and what high and low performance looks like. Nothing speaks louder and more profoundly than “example” and we all know great leaders “lead by example”. So if I, as an employee, know who the top performer is in my section then I will know what I have to do to improve my performance to achieve higher performance. This is what the new system is attempting to achieve? Correct? The only reason not to have public ratings is to hide the truth behind closed doors and keep on doing the same old dog and pony show. If you really want to promote honesty and fair practices, get rid of the secret appraisals and make it public record, make your performance the true reason you get promoted and make management use these appraisals to promote. Let’s see if you really want an honest system. Revis Haley