SEC - Reorg

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Is it if your managers don’t even talk to or meet with your team after the shutdown? Awful.

People are leaving. I hear more and more about people interviewing. If you are less than ten years in and have marketable skills, I’d leave. Otherwise, be patient and eventually you could find something else at the SEC with a better manager.

Things will get worse. Other than the Union, no one gives a sh*t about our telework. Or that most of us made major life decisions based on the agency having regular telework for over 20 years. To not have the two days we had before COVID will mean we go back to when the SEC had massive turnover and then . . . Enron happened.

No one will apply to be managers. We’ll get more and more awful ones. Quality of staff will decline.

Like I said, if you are looking at 15+ more years at the agency or government, leave.

Thanks for the advice and gut check. I have considered leaving and the response to the shutdown as if it is business as usual is awful. Agree they are asking for another crisis. People cannot last under these conditions.

And one has to figure at some point Atkins is actually gonna put pen to paper on all these rules he’s been talking about. If you are anywhere near rulemaking, it will get much worse. He has started very slow and is going to be under a lot of pressure to get moving on things.

And last I checked, rulemaking doesn’t get done working 8 hours per day. But that’s what people are doing. Between commutes and being treated poorly, folks don’t want to put in extra time. That tension will explode soon.

But I doubt Atkins will ever make the connection between staff’s motivation and work levels and the lack of telework. He either doesn’t care or cannot comprehend it.

Totally agree. You can’t treat people like trash/reduce their free time and expect them to go the extra mile.

[Anonymous]

Wish SEC staff collectively had some balls. Just start teleworking here and there. Yes you'll get "spoken" to by your manager and yes maybe they'll have to escalate it to HR but honestly if 40% or 60% of people were doing are they really going to fire 60% of the staff? But cue the SEC hall monitor types who freak out about the rules and oh no I have a mortgage blah blah. I mean DOGE is out of the building, make of that what you will. I know I'll be taking my flexibilities. I'm also not interested in staying long term so that's prob the difference.

[Anonymous]

Anonymous wrote:Wish SEC staff collectively had some balls. Just start teleworking here and there. Yes you'll get "spoken" to by your manager and yes maybe they'll have to escalate it to HR but honestly if 40% or 60% of people were doing are they really going to fire 60% of the staff? But cue the SEC hall monitor types who freak out about the rules and oh no I have a mortgage blah blah. I mean DOGE is out of the building, make of that what you will. I know I'll be taking my flexibilities. I'm also not interested in staying long term so that's prob the difference.

This already happens at agencies where people know how to stfu. For some reason there is an element at SEC that cannot stop talking to reporters or posting on DCUM about every tiny thing, and it makes managers skittish.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Wish SEC staff collectively had some balls. Just start teleworking here and there. Yes you'll get "spoken" to by your manager and yes maybe they'll have to escalate it to HR but honestly if 40% or 60% of people were doing are they really going to fire 60% of the staff? But cue the SEC hall monitor types who freak out about the rules and oh no I have a mortgage blah blah. I mean DOGE is out of the building, make of that what you will. I know I'll be taking my flexibilities. I'm also not interested in staying long term so that's prob the difference.

This already happens at agencies where people know how to stfu. For some reason there is an element at SEC that cannot stop talking to reporters or posting on DCUM about every tiny thing, and it makes managers skittish.

Agreed. Everyone just do what you WANT to do - within reason of course no one is saying don't show up for the next 6 months - and let the cards fall where they will and it will be fine. What makes it not fine is this constant need to keep discussing whether on DCUM or w reporters or even internally. Like have you all never worked in the private sector before - you need a bit of an eff you attitude.

[Anonymous]

^TBH seems like all my peers are waiting for someone to officially say you can telework x times/week or month. You can leave 30 min early if you need to etc. And then when those edicts don't come bc no one gives a damn about staff, then they're pissed. Just take whatever flexibilities you need like the adult you are.

[Anonymous]

my supervisor, who is a wonderful person, informed us that there is a hard cutoff for telework

or, at least, a point at which you'll be automatically brought to HR's attention

it sounds like something that's built into quicktime itself--i.e., HR gets a notice if you telework more than so and so per pay period

[Anonymous]

Anonymous wrote:my supervisor, who is a wonderful person, informed us that there is a hard cutoff for telework

or, at least, a point at which you'll be automatically brought to HR's attention

it sounds like something that's built into quicktime itself--i.e., HR gets a notice if you telework more than so and so per pay period

The SEC has a dashboard they are using to monitor TW...assuming folks are coding it in QuickTime.

[Anonymous]

So do tell what is that hard cut off? And I assume the dashboard is something HR has not everyone?

I'm a new ish govt employee and obv not staying - can I assume you don't just telework but when timesheet submission comes around you "forget" that you teleworked last Tuesday and put it in as regular office hours bc they could pull badges? Or your manager may be like hey I'm not signing this you were teleworking last Tuesday, fix this?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Is it if your managers don’t even talk to or meet with your team after the shutdown? Awful.

People are leaving. I hear more and more about people interviewing. If you are less than ten years in and have marketable skills, I’d leave. Otherwise, be patient and eventually you could find something else at the SEC with a better manager.

Things will get worse. Other than the Union, no one gives a sh*t about our telework. Or that most of us made major life decisions based on the agency having regular telework for over 20 years. To not have the two days we had before COVID will mean we go back to when the SEC had massive turnover and then . . . Enron happened.

No one will apply to be managers. We’ll get more and more awful ones. Quality of staff will decline.

Like I said, if you are looking at 15+ more years at the agency or government, leave.

Thanks for the advice and gut check. I have considered leaving and the response to the shutdown as if it is business as usual is awful. Agree they are asking for another crisis. People cannot last under these conditions.

And one has to figure at some point Atkins is actually gonna put pen to paper on all these rules he’s been talking about. If you are anywhere near rulemaking, it will get much worse. He has started very slow and is going to be under a lot of pressure to get moving on things.

And last I checked, rulemaking doesn’t get done working 8 hours per day. But that’s what people are doing. Between commutes and being treated poorly, folks don’t want to put in extra time. That tension will explode soon.

But I doubt Atkins will ever make the connection between staff’s motivation and work levels and the lack of telework. He either doesn’t care or cannot comprehend it.

Wait till all those rulemaking staff are converted to Schedule F in a few months. That should really boost morale and productivity.

[Anonymous]

Anonymous wrote:So do tell what is that hard cut off? And I assume the dashboard is something HR has not everyone?

I'm a new ish govt employee and obv not staying - can I assume you don't just telework but when timesheet submission comes around you "forget" that you teleworked last Tuesday and put it in as regular office hours bc they could pull badges? Or your manager may be like hey I'm not signing this you were teleworking last Tuesday, fix this?

SEC manager here- I approve time cards and I review the telework coding. The dashboard exists.

[Anonymous]

Just use religious telework. Opm said they fully support. Stop whining.

[Anonymous]

Anonymous wrote:

Anonymous wrote:So do tell what is that hard cut off? And I assume the dashboard is something HR has not everyone?

I'm a new ish govt employee and obv not staying - can I assume you don't just telework but when timesheet submission comes around you "forget" that you teleworked last Tuesday and put it in as regular office hours bc they could pull badges? Or your manager may be like hey I'm not signing this you were teleworking last Tuesday, fix this?

SEC manager here- I approve time cards and I review the telework coding. The dashboard exists.

Does it somehow separate hour teleworking hours worked outside of regular hours? I’ve worked a lot of credit hours during evenings and weekends at home - if those are being counted against me, well I don’t think I will work extra anymore.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So do tell what is that hard cut off? And I assume the dashboard is something HR has not everyone?

I'm a new ish govt employee and obv not staying - can I assume you don't just telework but when timesheet submission comes around you "forget" that you teleworked last Tuesday and put it in as regular office hours bc they could pull badges? Or your manager may be like hey I'm not signing this you were teleworking last Tuesday, fix this?

SEC manager here- I approve time cards and I review the telework coding. The dashboard exists.

Does it somehow separate hour teleworking hours worked outside of regular hours? I’ve worked a lot of credit hours during evenings and weekends at home - if those are being counted against me, well I don’t think I will work extra anymore.

Not the manager but we’ve been back for 6 months. If the extra telework was counting against you pretty sure someone would’ve mentioned it by now. Besides can’t they tell it’s extra bc it puts you over 40 hrs/wk if you account for all your regular time either in office or by using leave or credit hours + an extra 2 hrs of telework shows up that week?

[Anonymous]

Must be really fun to be a manager nowadays. You couldn’t pay me enough. It’s a miracle that they’ve found more than 3 people even willing to do it (or keep doing it, given the voluntary reassignment policy).

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So do tell what is that hard cut off? And I assume the dashboard is something HR has not everyone?

I'm a new ish govt employee and obv not staying - can I assume you don't just telework but when timesheet submission comes around you "forget" that you teleworked last Tuesday and put it in as regular office hours bc they could pull badges? Or your manager may be like hey I'm not signing this you were teleworking last Tuesday, fix this?

SEC manager here- I approve time cards and I review the telework coding. The dashboard exists.

Does it somehow separate hour teleworking hours worked outside of regular hours? I’ve worked a lot of credit hours during evenings and weekends at home - if those are being counted against me, well I don’t think I will work extra anymore.

Credit hours are a different timesheet code. They are looking for code 010 with TW indicator "i".