Readers' Comments
Total Comments: 32
Page 2 of 4
Page 2 of 4
Evaluating EEO As If It Really Mattered
Total Comments: 32
Page 2 of 4
Page 2 of 4
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August 20, 2008
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Protected groups include people with disabilities
FDA
Tue Nov 27, 2007 12:38 PM
Post Reply
Please keep in mind that your article perpetuates the 'out of sight, out of mind mentality' I often see by not including individuals with disabilities as one of the protected groups under EEO that are often excluded and thus ignored/forgotten in discussions such as above.
Re: Protected groups include people with disabilit
Government Personnel Services
Tue Nov 27, 2007 6:50 PM
Frost on the iceberg
DOD
Tue Nov 27, 2007 2:31 PM
Post Reply
Talking about performance standards in relationship to NSPS is like talking about Frost on an Iceberg. I'm disappointed that you'd devote an entire article to discussing NSPS performance standards when the real problem is that civilians are being forced into NSPS, they are losing money, they are losing seniority, the DOD is going behind closed doors to evaluate convoluted performance standards. Talk about the issue: Talk about how we stop NSPS before its too late. Talk about how we get permission to go on strike. Research what Class Action Law Suit we can join to stop NSPS. Talk about unfair hiring practices by DoD to hire their retiring cronie friends leaving work on Friday and coming to work on Monday. Write something worth while! Use your position to bring to light exactly how bad NSPS is for the Federal Servant who is quickly becoming a Federal slave.
Re: Frost on the iceberg
Government Personnel Services
Tue Nov 27, 2007 7:08 PM
Draft EEO Standard
HHS
Tue Nov 27, 2007 2:40 PM
Post Reply
I found the standard interesting and a very good attempt to objectively describe and quantify desired outcomes, while recognizing what is actually within the scope of someone's real responsibilities (what they have control over). I have little doubt this standard would result in both improved awareness of EEO and outcomes. It moves things forward. On a side note, I also found the description of how many measures under the "FS" level would need to be met to attain an "E" or an "O" rating, e.g., in this case, meeting 50% of the measures described at the FS level would result in an "O", etc., very interesting. I can't tell you how many managers or supervisors assume that an employee must meet ALL the measures described at the FS level to be rated "FS", even where there's no indication of this in either the CBA or the standard itself. Good job!
Re: Draft EEO Standard
Government Personnel Services
Tue Nov 27, 2007 7:01 PM
Looks good
Army
Tue Nov 27, 2007 2:53 PM
Post Reply
Looks good. The one thing wrong with performance appraissals is that they are not taken seriously until a "bad apple" comes along. Until then evals are given out, checks written and life goes on. This is so sad given the weight appraissals have in RIFs and NSPS. The technical responsibilities of supervisors needs to be removed so that they can concentrate on the supervisory responsibilities. Maybe then performance management can start to change for the good.
Evaluating EEO As If It Really Mattered
U.S. Department of Education
Tue Nov 27, 2007 4:57 PM
Post Reply
I never knew that supervisors were evaluated in this area until my former and "late" bigoted homosexual FDA supervisor joked about it in front of me.
EEO Evaluation is not taken seriously
DON
Tue Nov 27, 2007 5:21 PM
Post Reply
In the military if a supervisor really wants to give a poor evaluation to a subordinate the senior gives poor grades (grade 3 or lower) in all areas except for EEO where the reporting senior gives the highest possible grade (grade 5). It is a slam against the subordinate and a slam against EEO but no one seems to care.
EEO?
US Immigration Service
Tue Nov 27, 2007 9:42 PM
Post Reply
If you file an EEO complaint, won't management just retailiate against you? I've heard some supervisors say that they think EEO complaints are bogus. Let's get real.
Re: EEO?
DoD
Wed Nov 28, 2007 3:18 PM
My own experience, and those of others who I have represented, is that supvrs do not know or know enough of what their workers are supposed to be doing. I always tell people who come to me that they should always keep 2 things handy at all times: their PD, and their negotiated labor contract.
That way, if something happens or doesn't happen that they're uncomfortable, they can look it up right away and call their steward or union about it. This is crucial since appeals have deadlines (21 days for grievances, 45 days for complaints, 6 mos for ULPs, etc). I've seen instances where all it takes is a phone call to the LRO, or even a little "sit-down" w/the supvr in ?.
Ignorance is NOT bliss, and problems that "go away" by themselves, always come back by themselves too. Best to be informed and act accordingly.