| Comment Number: | OL-10511566 |
| Received: | 3/16/2005 4:06:05 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:
Pay for performance is subjective at best. Supervisors can and will reward favorite employees regardless of their work ethics. Being dedicated to your employer & their mission will fall behind the personal judgement of many supervisors. Pay for performance opens a door of mistrust and under-handed competition. It can also be an eye opener for those willing to be free of judgement and accept employees for their honest efforts. The cultural environment of an office/deptment not monitored will become a very stressful environment for employees. This competition and reduced union bargaining power will provide a breeding ground of contention. Final approval by pay pool managers for the determination of employees rating, number of shares, and payout distribution is distrubing. Why should someone who does not know your performance have the final say. They should let the manager/supervisor know the amount of funds available to their area and the manager/supervisor should decide. It always sounds fair on paper and in theory, in reality it rarely works. This policy appears to give managers/supervisors the green light to more easily punish those employees they personally dislike. Employees who have integrity and honesty will be punished for not being "yes" people.