Realignment for SEC

[Anonymous]

You’d think that management would want to get out ahead of this and message something about which specific positions are included to avoid endless speculation, confusion and distraction created by this latest news on positions included in Schedule Policy/Career. But no, that would require strategic communication!

[Anonymous]

Anonymous wrote:You’d think that management would want to get out ahead of this and message something about which specific positions are included to avoid endless speculation, confusion and distraction created by this latest news on positions included in Schedule Policy/Career. But no, that would require strategic communication!

You’d also think that the MEs with their dozens of staff would put something out. Apparently not. Maybe they have a dozen people busy working on next week’s standard email reminding people to do time sheets?

[Anonymous]

Anonymous wrote:

Anonymous wrote:You’d think that management would want to get out ahead of this and message something about which specific positions are included to avoid endless speculation, confusion and distraction created by this latest news on positions included in Schedule Policy/Career. But no, that would require strategic communication!

You’d also think that the MEs with their dozens of staff would put something out. Apparently not. Maybe they have a dozen people busy working on next week’s standard email reminding people to do time sheets?

My division’s ME office might be too busy drafting the 49th email reminder about the leave buyback program deadline to bother with such a thing.

[Anonymous]

We’re officially in the twilight zone now with that list.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You’d think that management would want to get out ahead of this and message something about which specific positions are included to avoid endless speculation, confusion and distraction created by this latest news on positions included in Schedule Policy/Career. But no, that would require strategic communication!

You’d also think that the MEs with their dozens of staff would put something out. Apparently not. Maybe they have a dozen people busy working on next week’s standard email reminding people to do time sheets?

My division’s ME office might be too busy drafting the 49th email reminder about the leave buyback program deadline to bother with such a thing.

Our ME’a office is busy republishing stuff from SEC Today, as well as updating dates in the next “validate your time” email.

[Anonymous]

Anonymous wrote:You’d think that management would want to get out ahead of this and message something about which specific positions are included to avoid endless speculation, confusion and distraction created by this latest news on positions included in Schedule Policy/Career. But no, that would require strategic communication!

AFAIK if your position is on the list, they contact you. No need is good news. Until they issue another memo

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You’d think that management would want to get out ahead of this and message something about which specific positions are included to avoid endless speculation, confusion and distraction created by this latest news on positions included in Schedule Policy/Career. But no, that would require strategic communication!

You’d also think that the MEs with their dozens of staff would put something out. Apparently not. Maybe they have a dozen people busy working on next week’s standard email reminding people to do time sheets?

My division’s ME office might be too busy drafting the 49th email reminder about the leave buyback program deadline to bother with such a thing.

Our ME’a office is busy republishing stuff from SEC Today, as well as updating dates in the next “validate your time” email.

☝️More validation that many of the ME offices are performing duplicative functions and that some of their staffs are not needed or should be redeployed.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You’d think that management would want to get out ahead of this and message something about which specific positions are included to avoid endless speculation, confusion and distraction created by this latest news on positions included in Schedule Policy/Career. But no, that would require strategic communication!

You’d also think that the MEs with their dozens of staff would put something out. Apparently not. Maybe they have a dozen people busy working on next week’s standard email reminding people to do time sheets?

My division’s ME office might be too busy drafting the 49th email reminder about the leave buyback program deadline to bother with such a thing.

Our ME’a office is busy republishing stuff from SEC Today, as well as updating dates in the next “validate your time” email.

☝️More validation that many of the ME offices are performing duplicative functions and that some of their staffs are not needed or should be redeployed.

And that the MEs themselves are not needed!

[Anonymous]

We get it. You think ME offices suck and are a waste of time. Message received, loudly and repeatedly.

But a lot of us in these offices are parents in this city and we read this forum too. Accountability is fair and we welcome it. There are efficiencies to find in every office, including everyone else's in this chat. But at some point relentless dismissal of entire teams isn't accountability, it's just punching at people (anonymously). The truth is there's a lot going on across ME offices that most people never see.

Now can we please get back to asking questions or spreading rumors that could easily be answered or dispelled by doing a quick search of the Exchange or AskHR.

[Anonymous]

Anonymous wrote:We get it. You think ME offices suck and are a waste of time. Message received, loudly and repeatedly.

But a lot of us in these offices are parents in this city and we read this forum too. Accountability is fair and we welcome it. There are efficiencies to find in every office, including everyone else's in this chat. But at some point relentless dismissal of entire teams isn't accountability, it's just punching at people (anonymously). The truth is there's a lot going on across ME offices that most people never see.

Now can we please get back to asking questions or spreading rumors that could easily be answered or dispelled by doing a quick search of the Exchange or AskHR.

Don't waste your breath. The complaints about ME office and staff is obvious dog whistle by an individual lashing out at staff providing support to the mission but not necessarily executing the mission.

You can't appease to these types because they do not have the cognitive ability to analyze complex issues of organizational management, program prioritization, local access to support staff knowledgeable on matters specific to their division and office, and other factors that matter in an organization as large as the SEC.

[Anonymous]

What the hell is an ME?? Btw, I’ve worked in government for 2 decades and never heard the term. Is this inside baseball admin HR jargon slop?

[Anonymous]

Anonymous wrote:What the hell is an ME?? Btw, I’ve worked in government for 2 decades and never heard the term. Is this inside baseball admin HR jargon slop?

When HR, IT, and other support groups can’t do their jobs well, divisions and offices create a shadow group to perform those functions inside their organizations. They create a Managing Executive. Think of a glorified overpaid business manager. Then, because of the need to support a Senior Officer in accordance with the staff-manager ratio, these shadow offices are staffed with dozens of people who perform the same functions the main groups should. And by and large they don’t do their jobs well anyway. And at an agency on its own pay scale, these shadow office staff gets paid just as much as the subject matter experts in market and securities regulation. So, a business manager regurgitating news and sending multiple “validate your time” emails makes as much as someone who understands the intricacies of the ‘40 Act.
Over the years these ME offices have grown with so much fluff that they become impossible to ignore.

[Anonymous]

And then that person's getting paid the same salary for expertise that's about to be a $20/month add-on.

[Anonymous]

Anonymous wrote:

Anonymous wrote:What the hell is an ME?? Btw, I’ve worked in government for 2 decades and never heard the term. Is this inside baseball admin HR jargon slop?

When HR, IT, and other support groups can’t do their jobs well, divisions and offices create a shadow group to perform those functions inside their organizations. They create a Managing Executive. Think of a glorified overpaid business manager. Then, because of the need to support a Senior Officer in accordance with the staff-manager ratio, these shadow offices are staffed with dozens of people who perform the same functions the main groups should. And by and large they don’t do their jobs well anyway. And at an agency on its own pay scale, these shadow office staff gets paid just as much as the subject matter experts in market and securities regulation. So, a business manager regurgitating news and sending multiple “validate your time” emails makes as much as someone who understands the intricacies of the ‘40 Act.
Over the years these ME offices have grown with so much fluff that they become impossible to ignore.

Agree. The ME offices are classic bureaucratic bloat. They just create work for themselves and provide little value.

[Anonymous]

Anonymous wrote:And then that person's getting paid the same salary for expertise that's about to be a $20/month add-on.

What does this mean?