| Comment Number: | OL-10512053 |
| Received: | 3/16/2005 8:41:08 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:
Comments on Page 7562 mostly. Performance awards, keeping track of personnel who are doing well, doing exceptional could have included in it's program a method whereby the employee keeps a "good performance" log and gets his supervisor to initial a tickie mark (initial?) when the employee feels he or she has earned recognition. At the appraisal period, an employee who has a lot of marks can show they have contributed more than one with fewer marks, and the supervisor has less admin burden to work through. Alternatively, a database can be made for each supervisor's employee and every month an entry can be made from fill in tables or pull down lists. This can also be used for a preformance review in that specific areas of our work descriptions can be check boxed for printing to make customizable pages, giving the supervisors easier tools to use to help employees maintain or improove their standards. "average" should have a standard increase of pay yearly, commesurate with what is currently the norm. This keeps people from feeling they are being "punished" because of everyone else. Superior and harder workers should get a bonus or have a higher "band" they can earn. Sub-standard should not get the yearly bonus or raise, and furthermore should improve or be removed. However the definition of sub-standard should be clear, it would be way too easy for a bad week to give an otherwise average or even above average person a hit that ruins the rest of his year. Human capital performance fund should be managed similar to our PDQ and/or benny sug areas at PSNS, Washington. Only better, more timely. Other/general How much study of sucessful re-organizations of large companies have we researched? How many times have huge corporations had to re-organise to fix their management and personnel issues, and have we taken what they learned to heart?????