I am probationary. Can OPM fire me?

[Anonymous]

Anonymous wrote:OP here. Thank you all for replies. I have already decided to resign, since I cannot go in person 5x week (long list of reasons, doesn’t work for our family). My dilemma is to take the fork or just wait until told to come in (they are still looking for space) and resign then.

I am very valued dev and have great management, so I am certain the won’t screw me over. I don’t want to get termination on my record, although some of you are saying it won’t matter in the future. I have an excellent performance appraisal.

The last time at my agency the probationary employees were give the option to resign or be removed. I assume the same will happen here but by the way as part of that resignation you have to waive all claims against the agency other than obvious stuff like pay and leave payouts.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here. Thank you all for replies. I have already decided to resign, since I cannot go in person 5x week (long list of reasons, doesn’t work for our family). My dilemma is to take the fork or just wait until told to come in (they are still looking for space) and resign then.

I am very valued dev and have great management, so I am certain the won’t screw me over. I don’t want to get termination on my record, although some of you are saying it won’t matter in the future. I have an excellent performance appraisal.

The last time at my agency the probationary employees were give the option to resign or be removed. I assume the same will happen here but by the way as part of that resignation you have to waive all claims against the agency other than obvious stuff like pay and leave payouts.

That’s good to know. Thanks for sharing.

[Anonymous]

Anonymous wrote:OP here. Thank you all for replies. I have already decided to resign, since I cannot go in person 5x week (long list of reasons, doesn’t work for our family). My dilemma is to take the fork or just wait until told to come in (they are still looking for space) and resign then.

I am very valued dev and have great management, so I am certain the won’t screw me over. I don’t want to get termination on my record, although some of you are saying it won’t matter in the future. I have an excellent performance appraisal.

You are one of the few people I would advise to take the Fork, given your probationary status and inability to RTO 5 days a week.

[Anonymous]

Anonymous wrote:If you were a superstar, your agency will fight very very hard for you. If not, you will likely be fired.

Give me a break. You mean the new agency heads who started two weeks ago would fight hard for someone they haven't met yet? Or their SES who also has never met the person? This is just sheer brainless cutting. Don't pretend that someone is actually sitting down to see who brings value and who doesn't. That's simply not happening here.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you were a superstar, your agency will fight very very hard for you. If not, you will likely be fired.

Give me a break. You mean the new agency heads who started two weeks ago would fight hard for someone they haven't met yet? Or their SES who also has never met the person? This is just sheer brainless cutting. Don't pretend that someone is actually sitting down to see who brings value and who doesn't. That's simply not happening here.

NP and this is my understanding as well. No one at the manager level was asked to provide input regarding retain or not and I just don't see the SES people tsking the time to do write ups justifying retention of people they don't even know. If they've really going to do this the right way they would have asked for management input.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you were a superstar, your agency will fight very very hard for you. If not, you will likely be fired.

Give me a break. You mean the new agency heads who started two weeks ago would fight hard for someone they haven't met yet? Or their SES who also has never met the person? This is just sheer brainless cutting. Don't pretend that someone is actually sitting down to see who brings value and who doesn't. That's simply not happening here.

+1, OP is a probationary employee who cannot RTO full time. She is 100% going to be terminated, no matter how much of a rock star she is.

[Anonymous]

At this point, they look like they can do whatever they want, right. Lock your account and you can't log in to do any work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If you were a superstar, your agency will fight very very hard for you. If not, you will likely be fired.

Give me a break. You mean the new agency heads who started two weeks ago would fight hard for someone they haven't met yet? Or their SES who also has never met the person? This is just sheer brainless cutting. Don't pretend that someone is actually sitting down to see who brings value and who doesn't. That's simply not happening here.

NP and this is my understanding as well. No one at the manager level was asked to provide input regarding retain or not and I just don't see the SES people tsking the time to do write ups justifying retention of people they don't even know. If they've really going to do this the right way they would have asked for management input.

There is no input there is no ranking or exceptions for “all stars” there is no fight from management. It’s a simple if your probationary you are gone. Easy black and white. Sorry, but that is what is happening.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here. Thank you all for replies. I have already decided to resign, since I cannot go in person 5x week (long list of reasons, doesn’t work for our family). My dilemma is to take the fork or just wait until told to come in (they are still looking for space) and resign then.

I am very valued dev and have great management, so I am certain the won’t screw me over. I don’t want to get termination on my record, although some of you are saying it won’t matter in the future. I have an excellent performance appraisal.

You are one of the few people I would advise to take the Fork, given your probationary status and inability to RTO 5 days a week.

+1

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here. Thank you all for replies. I have already decided to resign, since I cannot go in person 5x week (long list of reasons, doesn’t work for our family). My dilemma is to take the fork or just wait until told to come in (they are still looking for space) and resign then.

I am very valued dev and have great management, so I am certain the won’t screw me over. I don’t want to get termination on my record, although some of you are saying it won’t matter in the future. I have an excellent performance appraisal.

The last time at my agency the probationary employees were give the option to resign or be removed. I assume the same will happen here but by the way as part of that resignation you have to waive all claims against the agency other than obvious stuff like pay and leave payouts.

What last time?

[Anonymous]

of course

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If you were a superstar, your agency will fight very very hard for you. If not, you will likely be fired.

Give me a break. You mean the new agency heads who started two weeks ago would fight hard for someone they haven't met yet? Or their SES who also has never met the person? This is just sheer brainless cutting. Don't pretend that someone is actually sitting down to see who brings value and who doesn't. That's simply not happening here.

NP and this is my understanding as well. No one at the manager level was asked to provide input regarding retain or not and I just don't see the SES people tsking the time to do write ups justifying retention of people they don't even know. If they've really going to do this the right way they would have asked for management input.

There is no input there is no ranking or exceptions for “all stars” there is no fight from management. It’s a simple if your probationary you are gone. Easy black and white. Sorry, but that is what is happening.

This isn't true. I'm excepted, been here almost two years, first name basis with the SES, and they are prepared to fight very hard.

Not taking the fork

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. Thank you all for replies. I have already decided to resign, since I cannot go in person 5x week (long list of reasons, doesn’t work for our family). My dilemma is to take the fork or just wait until told to come in (they are still looking for space) and resign then.

I am very valued dev and have great management, so I am certain the won’t screw me over. I don’t want to get termination on my record, although some of you are saying it won’t matter in the future. I have an excellent performance appraisal.

The last time at my agency the probationary employees were give the option to resign or be removed. I assume the same will happen here but by the way as part of that resignation you have to waive all claims against the agency other than obvious stuff like pay and leave payouts.

What last time?

I think people intimately involved in these agencies are acting from a perspective of self preservation and want to think there will be something that saves them. I am not trying to be heartless or rude, but from the outside it’s so easy to see nothing is like “last time“ or “before“. He’s just looking to cut

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If you were a superstar, your agency will fight very very hard for you. If not, you will likely be fired.

Give me a break. You mean the new agency heads who started two weeks ago would fight hard for someone they haven't met yet? Or their SES who also has never met the person? This is just sheer brainless cutting. Don't pretend that someone is actually sitting down to see who brings value and who doesn't. That's simply not happening here.

NP and this is my understanding as well. No one at the manager level was asked to provide input regarding retain or not and I just don't see the SES people tsking the time to do write ups justifying retention of people they don't even know. If they've really going to do this the right way they would have asked for management input.

There is no input there is no ranking or exceptions for “all stars” there is no fight from management. It’s a simple if your probationary you are gone. Easy black and white. Sorry, but that is what is happening.

This isn't true. I'm excepted, been here almost two years, first name basis with the SES, and they are prepared to fight very hard.

Not taking the fork

Smh…

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you were a superstar, your agency will fight very very hard for you. If not, you will likely be fired.

Give me a break. You mean the new agency heads who started two weeks ago would fight hard for someone they haven't met yet? Or their SES who also has never met the person? This is just sheer brainless cutting. Don't pretend that someone is actually sitting down to see who brings value and who doesn't. That's simply not happening here.

Huh? Yes we did actually look at each individual probationary employee. Our SES care about all our employees.