Reply to performance plan vs. PD

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[quote=Anonymous][quote=Anonymous][quote=Anonymous]Many many many federal employees perform duties that are not covered by their PD.  In fact all attorneys in my agency are on the same PD, though we all do very different work.  This is not a road you want to go down.  What you would be essentially asking for is a desk audit or a position reclassification.  A desk audit could result in you being down-graded if the result is that you are not doing work at our grade level.  It could result in you being upgraded if you are doing work above your grade-level.  Importantly, this is not about what duties you are doing, or whether they are on your PD, but about the grade-level of the work you are doing.  You could ask for a position reclassification, but it would not do you any good, and could do you some harm.  Basically, it changes your series, for example, from "EEO Specialist" to "EEO Analyst" or something like that.

If you are unionized, you could potentially grieve the "change" in your duties as it relates to your PD, but I'm not sure what that would get you.[/quote]

I think you've gone off topic, and I think this is lousy advice.  OP should request that if her primary current job duties are not reflected in her performance plan, that they be added.  She should request that items that are not longer her responsibility be removed.  The plan should be updated to reflect reality and she should work with her manager on that.  PDs in my office are very generic and are not the same as the perf plan. [/quote]

I'm not sure how my advice was off-topic.  I was telling her avenues that are available if she thinks her PD is inaccurate.   I actually think yours is off-topic.  The OP said that her [b]PD[/b] did not reflect her current job duties and that her [b]performance plan[/b] does reflect those duties.  Your advice is to ask them to change her plan.  Why would they do that if it is already accurate?[/quote]

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