Feds vs private sector- federal management is the hardest

[Anonymous]

Anonymous wrote:

Anonymous wrote:A non-supervisory GS-15 in the Fed is the holy grail of positions.

But after nearly 40 years in the Fed, OP is absolutely right. Non-sups generally have it gravy (that's where I fall), but Supervisors have their hands tied behind their backs because they can't do anything about poor performers. ER will pay you lip service, "put them on a PIP", but to outright fire someone, they have to get caught looking at porn on their work computer, come to work repeatedly under the influence of something, and bring a loaded gun to the workplace. Those are the only examples I've seen.

We've had employees threaten supervisors, stalk supervisors, get into physical fights with coworkers, literally fall asleep at their desk repeatedly, be working a second job on the job, sit in the lobby for hours watching the TV, you name it. We've just either shipped them off to another office, or hoped they'd retire as soon as they were eligible. Supervisors are terrified of officially-filed grievances, which are a nightmare and upper management gives little support and just wants them settled.

And now, post-pandemic, you can't even get staff to come into the office. Where I am it's 90% fully remote. We have a people who have moved to locations like Florida, but keep their house in the DMV and rent it out, so they can still get the DMV pay. Or just never change their address, because who is going to know?

Being a federal employee ( non-supervisory) for 10 years, I agree with most of it. But our new boss managed to fire one of our coworkers for literally minor issues, which blown everybody away. PIP process and firing process took some time, but it was done. People say, that you cannot fire federal employee, well that is not true. I feel like my federal position is not safe.

What was the issue?

[Anonymous]

Anonymous wrote:

Anonymous wrote:A non-supervisory GS-15 in the Fed is the holy grail of positions.

But after nearly 40 years in the Fed, OP is absolutely right. Non-sups generally have it gravy (that's where I fall), but Supervisors have their hands tied behind their backs because they can't do anything about poor performers. ER will pay you lip service, "put them on a PIP", but to outright fire someone, they have to get caught looking at porn on their work computer, come to work repeatedly under the influence of something, and bring a loaded gun to the workplace. Those are the only examples I've seen.

We've had employees threaten supervisors, stalk supervisors, get into physical fights with coworkers, literally fall asleep at their desk repeatedly, be working a second job on the job, sit in the lobby for hours watching the TV, you name it. We've just either shipped them off to another office, or hoped they'd retire as soon as they were eligible. Supervisors are terrified of officially-filed grievances, which are a nightmare and upper management gives little support and just wants them settled.

And now, post-pandemic, you can't even get staff to come into the office. Where I am it's 90% fully remote. We have a people who have moved to locations like Florida, but keep their house in the DMV and rent it out, so they can still get the DMV pay. Or just never change their address, because who is going to know?

Being a federal employee ( non-supervisory) for 10 years, I agree with most of it. But our new boss managed to fire one of our coworkers for literally minor issues, which blown everybody away. PIP process and firing process took some time, but it was done. People say, that you cannot fire federal employee, well that is not true. I feel like my federal position is not safe.

As a Federal manager, I can tell you that you have no idea why this person was fired. Managers do not/cannot disclose that information.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A non-supervisory GS-15 in the Fed is the holy grail of positions.

But after nearly 40 years in the Fed, OP is absolutely right. Non-sups generally have it gravy (that's where I fall), but Supervisors have their hands tied behind their backs because they can't do anything about poor performers. ER will pay you lip service, "put them on a PIP", but to outright fire someone, they have to get caught looking at porn on their work computer, come to work repeatedly under the influence of something, and bring a loaded gun to the workplace. Those are the only examples I've seen.

We've had employees threaten supervisors, stalk supervisors, get into physical fights with coworkers, literally fall asleep at their desk repeatedly, be working a second job on the job, sit in the lobby for hours watching the TV, you name it. We've just either shipped them off to another office, or hoped they'd retire as soon as they were eligible. Supervisors are terrified of officially-filed grievances, which are a nightmare and upper management gives little support and just wants them settled.

And now, post-pandemic, you can't even get staff to come into the office. Where I am it's 90% fully remote. We have a people who have moved to locations like Florida, but keep their house in the DMV and rent it out, so they can still get the DMV pay. Or just never change their address, because who is going to know?

Being a federal employee ( non-supervisory) for 10 years, I agree with most of it. But our new boss managed to fire one of our coworkers for literally minor issues, which blown everybody away. PIP process and firing process took some time, but it was done. People say, that you cannot fire federal employee, well that is not true. I feel like my federal position is not safe.

What was the issue?

I cannot talk about details, but basically the boss made the employee looking incompetent and lacking knowledge for critical elements of the job description.

[Anonymous]

Fed management job is the “hardest” for all bad reasons. Don’t get handcuffed in over there in the first place.

[Anonymous]

The government socks. Many of the managers are azzholes in a stupid job. They cannot get hired elsewhere because they are fugtards that don't know how to do anything but shuffle government papers and bully employees to make themselves feel better about their sad lives.

[Anonymous]

The problem is federal management does not take the time to provide adequate training and job aids to employees. The response is "I don't have time to provide my employees with the tools and training required." Training is left to outside contractors who provide 30,000 foot overview training. Little to no effort is given to bridge the gap between contractor provided training and OJT. Employees work in silos and are forbidden to communicate across process partner boundaries. These behaviors result in management taking over moderately difficult work their employees have insufficient tools, training and authority to work across silos to complete. The other non-spoken truth is if employees have the tools, training and across silo authority the head count could be reduced, therefore not as many management positions needed. This is not a guess or estimate, but actual witness testimony. Before I was disabled, I had a long career as an organization reengineering consultant. I have used my skills to improve my work processes but have been advised to limit these activities for the reasons stated above. Yes there are poor performers. But there are many proactive choices for management could take to make their lives easier.