| Comment Number: | OL-10511652 |
| Received: | 3/16/2005 4:33:47 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:
9901.342 Performance payouts. The rating period should be set and once the appraisal is done; then this should be the rating of record for payout purposes. No manager should be allowed to change it at a later date and deny this payout(you should at this time be in a new rating period). 9901.343 I don't agree with the thinking that conduct has anything to do with performance and that an employee's pay could or should be reduced based on how one acts. I thought we received pay based on the accomplishment of work that we are assigned; not what some manager thinks about the way we act.9901.354.(c)Employee should be returned to previous pay within the previous pay band, including any increases received for performance, rate range increases, locality rate increases, etc. Nothing less than this. Premium Pay should be left alone. 9901.409 (g) DoD's implementing issuances should allow for grievances and outside review of ratings of record, else there will be abuse and retaliation. Managers are only human. General Comment: DoD is setting up a system whereby there will be little third party review of the Secretary's and management actions. I believe the possibility of abuse, retaliation, harassment, low employee morale, low pay for some, employees against one another, the good-ole-boy system, favoritism will be the impact if this proposal is allowed.