| Comment Number: | OL-10511782 |
| Received: | 3/16/2005 5:20:02 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:
Instead of changing a good system that is already in place, simply modify the way evaluations are accomplished so they are more accurate. Evaluations should consist of 3 types of input: Supervisor; Co-worker; and Customer. Everyone has a supervisor (no matter how high a position they are in), we all work with other people (peers), and we all have a customer of some sort that uses our services or requires our support and each entity that our job touches should be allowed to provide input at evaluation time. The employee being evaluated should be asked to provide the supervisor with names and contact information for 10 customers that the employee services/supports. The supervisor contacts 3 of the 10 customers whose names were provided and requests written input regarding the employee’s performance. This can be as simple as a customer survey rating the employee in the areas being evaluated and allowing comments if desired. The employee doesn’t need to know who was contacted. The supervisor requests input from the employee’s co-workers, the same as with customers. Once again, this can be as simple as a customer survey rating the employee in the areas being evaluated and allowing comments if desired. Again, the employee doesn’t need to know who was contacted. Apply a points system to the customer/co-worker evaluation process and it is less likely that supervisors will be able to inflate evaluations. Total the points from all the inputs and divide it by the number of inputs received and you have a valid rating. Input from customers and co-workers makes the evaluation more valid and eliminates supervisors asking employees to write their own evaluation or provide bullets of accomplishments when supervisors should be tracking the accomplishments of their employees as they occur. Employees won’t provide names of customers/co-workers they don’t think will provide good input, so they shouldn't complain if they receive a lower score than anticipated. You will most likely find that employees will try harder to get along with others if they might be providing input to their appraisal…