Any way to have an employee fired from a federal job without the firstline supervisor doing it?

[Anonymous]

Anonymous wrote:OP, Is your fear of this person coming back to you what's troubling you? Do you agree this person should be fired? I think that's the step 1. I assume answer is yes?

Also, that person's under performance has been recorded?

[Anonymous]

How long have you been a manager OP? I am asking to determine if higher level management promoted you to have you take the fall for firing the poor performer.

[Anonymous]

Anonymous wrote:How long have you been a manager OP? I am asking to determine if higher level management promoted you to have you take the fall for firing the poor performer.

They transferred this individual to me 8 months after becoming a first time supervisor.

[Anonymous]

Anonymous wrote:

Anonymous wrote:How long have you been a manager OP? I am asking to determine if higher level management promoted you to have you take the fall for firing the poor performer.

They transferred this individual to me 8 months after becoming a first time supervisor.

DP. Oh I’m sorry - you got screwed.

[Anonymous]

Anonymous wrote:

Anonymous wrote:How long have you been a manager OP? I am asking to determine if higher level management promoted you to have you take the fall for firing the poor performer.

They transferred this individual to me 8 months after becoming a first time supervisor.

Why in the world did you take promotion? There is no upside in Fed service. That’s why we have to hire outside agency for all management

[Anonymous]

Anonymous wrote:

Anonymous wrote:How long have you been a manager OP? I am asking to determine if higher level management promoted you to have you take the fall for firing the poor performer.

They transferred this individual to me 8 months after becoming a first time supervisor.

OP I don’t understand what you are scared of. Is this person a poor performer who needs to be fired?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Why are you scared to sign off on the memo as the direct supervisor unless your reasons to fire the employee have no merit?

Because everyone sues and I don’t want to deal. I also have anxiety and would always be watching my back not knowing if the employee were going to come for me. The internet makes people easy to find.

Someone has some skeletons in their closet…

[Anonymous]

If you are a fed, why aren’t you just working on having this person moved to another team. Which is pretty much what happens to every other fed deemed worthless. Why do you need them fired?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Why are you scared to sign off on the memo as the direct supervisor unless your reasons to fire the employee have no merit?

Because everyone sues and I don’t want to deal. I also have anxiety and would always be watching my back not knowing if the employee were going to come for me. The internet makes people easy to find.

Dude you shouldn’t have accepted the promotion.

This. Being a supervisor takes steady nerves.

[Anonymous]

You should be fired for not doing your job, OP.

[Anonymous]

Anonymous wrote:If you are a fed, why aren’t you just working on having this person moved to another team. Which is pretty much what happens to every other fed deemed worthless. Why do you need them fired?

I suspect everyone knows the score and management won’t agree to changing teams.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you are a fed, why aren’t you just working on having this person moved to another team. Which is pretty much what happens to every other fed deemed worthless. Why do you need them fired?

I suspect everyone knows the score and management won’t agree to changing teams.

Everyone except the poor first time supervisor they conned into taking him.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you are a fed, why aren’t you just working on having this person moved to another team. Which is pretty much what happens to every other fed deemed worthless. Why do you need them fired?

I suspect everyone knows the score and management won’t agree to changing teams.

Um ok. Sounds like you haven’t even tried though. If you want this person fired, put your big girl pants on and do it yourself.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You seem to have an anxiety issue

I do. Hence why I don’t want to send a removal memo and why I asked if someone else could do this? I realize what this would do to my reputation but my mental health is more important right now. I haven’t slept in 3 days thinking about this issue.

Is your supervisor forcing you to fire this person? I saw this happening twice at my agency. The managers lost their jobs / got demoted, nothing happened to the official director, and the employees got money to settle.

At this point, I don't care if I get demoted. I can't really think straight about this situation anymore. I don't know what's right and I just want out of this decision-making process.

Honestly you should get demoted. Being a mid-level Fed manager does not seem worth it to me.

Tell them to demote you. Issues are going to continually crop up. Leave now.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You seem to have an anxiety issue

I do. Hence why I don’t want to send a removal memo and why I asked if someone else could do this? I realize what this would do to my reputation but my mental health is more important right now. I haven’t slept in 3 days thinking about this issue.

Is your supervisor forcing you to fire this person? I saw this happening twice at my agency. The managers lost their jobs / got demoted, nothing happened to the official director, and the employees got money to settle.

At this point, I don't care if I get demoted. I can't really think straight about this situation anymore. I don't know what's right and I just want out of this decision-making process.

Honestly you should get demoted. Being a mid-level Fed manager does not seem worth it to me.

I agree. Middle management is something you have to want, not just take to be promoted.

OP - if you have trouble with this, you need to assess your overall performance as a manager. I don’t say that to be a jerk. Many middle managers are poor at making decisions and worry too much about themselves instead of their Staff. Your job is partly to protect the team. You have someone on your team making it harder for everyone else and wasting taxpayer money. It’s your job to fix it. Go do your job. This person is likely to go to the Union (if you have one) or sue, then make 100% certain you have a real case for dismissal. HR will help work it out. Get therapy, if needed. I saw an EAP counselor for anxiety I had working with a coworker and it was an excellent support service that really helped me.

I guess I feel like if I fire this individual that I will be looking over my shoulder for the rest of my life and it’s all for what. To make management happy?

Is this person really that unstable?

It’s not to make management happy. It’s for the reasons I outlined above. To take the toxicity out of your group, protect the workload of those who work for you other than this person, to get a job for the viable candidate likely waiting to do good work in a Government organization, and to refrain from wasting Federal dollars for this underperforming person. This is a management skill. The fact that you don’t see any benefit to your team and only see consequences for yourself is a very bad indicator of your management style.