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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]It's really hard to fire someone based on performance. They'll likely try and get you on conduct issues. If they want you gone, generally poor, or even average performers have at least a couple conduct issues. It's way easier to document and fire based on conduct. [/quote]

+1  This is what my agency does.  Won't touch performance, but give HR a conduct issue and you're gone.[/quote]

It is not hard, it just takes effort and most middle managers do not want to put in the effort. [/quote]

In my experience, young managers are willing to put in the effort, but once they realize HR won't back them up they give up [/quote]

Np. I’m a young manager. My HR was extremely helpful and willing for me to deal with poor performers. I went to them for advice and was hoping to counsel the employee. They instead wanted to give a PIP and bring up conduct charges. HR said that if poor performers aren’t dealt with it brings down the whole division. [/quote]

I am the prior PP and was involved in three firings over the years. I helped draft the memos based on my roll. In all three cases, the manager was older/near retirement. HR was also supportive. The thing is, if your poor performance impacts your manager or your good employees, that is all the motivation a good manager needs to start the process. I want to end this idea that it is impossible to fire someone in the government because it’s not true. It’s just that lazy managers do not want to jump through hoops to get it done. That, and there actually needs to be a performance issues, not personality clash or an age/gender based firing because the government takes those protections pretty seriously. [/quote]

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