| Comment Number: | OL-10511815 |
| Received: | 3/16/2005 5:31:35 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:
I feel that the proposed pay system could work to an extent. The only problem I have is that there are quality employees that would not get pay advances or performance recognition due to the supervisors' having a personal disliking to that Individual. I also agree with the promotion or recognition and salary being based on the employees performance and competence to complete the mission. The employee should have the option to appeal such actions that they considered to be unjust or down right repulsive. In the proposed regulation on Labor Relations employees should train or move with the organization as the misson entitles. However, one should not be removed or let go just because the mission no longer requires that specific job. If the employee was hired in a permanant position, that employee should be given the option to learn the newly required postion and be given a performance evaluation in that particular area. In this situation the employee would not just be out of a job, but have the oppurtunity to excel and learn new trades or duties in order to meet the Department's need. Afterall, that is what the typical supervisor or Department Chief looks for in a quality employee. The fact that they are competent, achievers, willing and have the capabilty to muti-task. The Department requires employees that can go above and beyond the call of duty to represent and complement a department as a whole.