I am probationary. Can OPM fire me?

[Anonymous]

To answer your question, op, OPM can't fire you directly. It has to come through your agency

[Anonymous]

Anonymous wrote:To answer your question, op, OPM can't fire you directly. It has to come through your agency

How did it work with USAid? Seems like the messages came from one of DOGE staff with the US aid email.

[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.

Same at my agency. We were told that the Business units pushing back we causing trouble for themselves.

My org was told they love us and we do great work blah, blah, blah but no exceptions would be made for us.

[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.

Same at my agency. We were told that the Business units pushing back we causing trouble for themselves.

My org was told they love us and we do great work blah, blah, blah but no exceptions would be made for us.

No mass firings have happened yet? What is there to push back against?

[Anonymous]

Anonymous wrote:The memo did say if you are probationary the agency can decide to keep you.

The memo isn’t worth the ink on it.

[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?

PP here and we fired our probationary employees during Trump 1.

[Anonymous]

We received a list of probationary folks and had to justify why each should be kept. List went back to OPM (for final decision?).

[Anonymous]

Anonymous wrote:Your agency has to be the one to fire you.

Your chance to resign voluntarily is fork.

You can resign after fork. We can resign anytime. The “deal” might not be there.

[Anonymous]

I'd advise all probationary employees to take fork. I would also advise those planning to retire in the next 8 months to do so as well

[Anonymous]

Anonymous wrote:I'd advise all probationary employees to take fork. I would also advise those planning to retire in the next 8 months to do so as well

Actually if you are eligible for retirement after fork but before 12/2024 you get to retire 3 months early!

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'd advise all probationary employees to take fork. I would also advise those planning to retire in the next 8 months to do so as well

Actually if you are eligible for retirement after fork but before 12/2024 you get to retire 3 months early!

If your retirement date is between October 1, 2025 and December 31, 2025, you are still eligible for deferred resignation (unless your position is exempted from the deferred resignation program by your agency). If your retirement date is within this window, your deferred resignation date will be extended to match your retirement date.

[Anonymous]

Definitely just wait and use regular resignation or retirement avenues. Fork is a scam, just like it was a scam for Twitter employees.

[Anonymous]

Anonymous wrote:Definitely just wait and use regular resignation or retirement avenues. Fork is a scam, just like it was a scam for Twitter employees.

This is not applicable to OP. She’s probationary and can’t RTO full time. She’s one of a handful of people that might as well take the Fork because she most certainly will be fired.

[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.

Yes they were. At my agency all managers were asked to provide input on each probationary employee regarding whether or not they would retain them.

[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.

Yes they were. At my agency all managers were asked to provide input on each probationary employee regarding whether or not they would retain them.

It was busy work.