| Comment Number: | OL-10505639 |
| Received: | 3/10/2005 9:09:37 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:
It appears many good managers have spent many hours working on this document - it is well-formulated! I really do appreciate all the effort, as work is needed to improve what we now have. My federal background is primarily military reserves, while my civilian background is primarily healthcare engineering/management. With all the good work put into this document, there seems to be some things missing. My cursory perusal may have missed some of what you have secured - if so, please forgive me and merely point out where I missed "it." Recently we had a "headquarters" (from Hawaii) presentation on mentoring (presented to civil service managers and supervisors). It was excellent! The instruction material pointed out some things that have been taught and used successfully in the military for many years (active duty and civil service). Leadership is what counseling, coaching and mentoring are all-about. For instance, one item in the material showed that: "when an employee fails, the supervisor/manager has also failed." We need more leadership qualities developed in our supervisor-managers so they can help their employees succeed (instead of terminating them). Is there enough latitude in NPS to ultimately ensure the "cut and dry" portions leave room to develop leadership qualities. The "performance and behavior accountability" thrust is much needed in our service today; however, it will be interesting to see if this approach will develop the "character" needed to ensure accountability. It appears that the "pay pool manager" and possibly other "new" positions are detracting from the supervisor-leadership positions we now have. I am sure there must be a reason, is it stated somewhere? Did I miss it? If you have time to answer comments, I would be interested to see what the written goals were that guided the authors of this system (did I miss them?). Thanks, Bill