NSPS alive and well

  • Published
  • By Robert Wade
  • 47th Flying Training Wing AFSO21
LAUGHLIN AIR FORCE BAS, Texas --  Despite rumors that the National Security Personnel System is dead, the program is very much alive. True, the Program Execution Office, engaged to examine the strengths and weaknesses of NSPS, but the findings and proposals aren't expected for a few months. Until then, NSPS will continue to operate as normal. Following are a few guideline and requirements to keep in mind with the NSPS. 

If you supervise NSPS employees, whether you are military or civilian, you have responsibilities that cannot be moved to the back burner. You must complete the appropriate training, which is mostly web-based (see the Laughlin NSPS Community Of Practice). You are required to create an NSPS performance plan for employees, get them reviewed by the Higher Level Reviewer and acknowledged by the employee. This must be done within 30 days of the beginning of the cycle or the start of their new job. 

Also, you must complete a semi-annual evaluation, called an interim review, which must be reviewed by the HLR and acknowledged by the employee April 30 of each year. If your employee is changing jobs, or you are no longer going to be the supervisor, you must complete a Closeout Assessment if this change happens before July 3. If this change happens July 3 or later, but before Sept. 30, you must complete an Early Annual Appraisal which, like regular appraisals, requires the HLR approval and gets submitted to the Pay Pool Panel. These requirements as a supervisor are mandatory, and you can be removed as supervisor for failure to comply. 

We are quickly approaching the end-of-cycle and supervisors as well as employees should be preparing to write assessments for the appraisal. You should also begin working on the new performance plan for fiscal year 2010, which is due Oct. 30. The Performance Appraisal Application is the place where all this happens. Wise supervisors and employees either use the built-in journal of the PAA or simply a Word document to keep notes on performance throughout the year, thus facilitating a much easier time with the assessments. If you felt that one or more of the objectives did not adequately fit the Specific, Measurable, Aligned, Relevant and Timed model or just didn't quite fit what the employee was responsible for, take the time to get it right for the new cycle. Supervisors should communicate closely and often with employees to make sure they get "buy in" to the objectives and clearly understand what their expectations are. It is these objectives alone upon which employees are rated, so it's important to do the right thing. 

The NSPS program office is available to assist supervisors and employees with any and all parts of the process. If you are unsure of your required responsibilities or simply have questions about the process call Robert Wade at 298-5843.