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Ten Critical Mistakes Made by Supervisors Dealing with Federal Employees in Trouble at Work
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Worth the hassle?
USCIS
Wed Dec 19, 2007 7:10 PM
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I'm a GS-12 Step 3. Unfortunately, I'm a term employee. However, most managers I see in DHS don't like their jobs. I wonder if it's worth it to become a manager say at a GS 13? The extra pay doesn't seem worth the super hassle.
11th Critical Mistake
Any
Thu Dec 20, 2007 1:52 PM
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The 11th critical mistake of supervisors (and employees) is the lack of self awareness. Many supervisors do not seem to know their limitations of knowledge, judgement, predjudices, and internal political preference. Especially annoying is their inability to accept such information fom subordinates or the union. For these supervisors everything starts out. "I am right; I am the Boss; Get with the program."
POSITIVE
DOD
Sun Dec 23, 2007 8:48 AM
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very good article and appropriate to eeo complaints as well as mer type grievances
Additional resources
epa
Wed Dec 26, 2007 9:59 AM
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Many agencies have programs that center around conflict resolution, conflict management, alternative dispute resolution and the like. The folks available in these programs may also be a wonderful resource for discussing options and issues and how to conduct the difficult conversations with troubled or difficult employees. The often coordinate with and have relationships with both your HR contacts and the union representatives. A good chat with them can be helpful in determining a path for managing the issues, identifying interests and ways to move forward together. They will help you conduct some difficult conversations as well. Peace.
You all have missed the point
VAMC
Wed Dec 26, 2007 5:14 PM
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Thats right, upper management is depending on there bonus each year, the last thing they want is a long rap sheet from HR.... it goes on and will continue to do so. as long as there is a union there to protect the non-productive... I was a supervisor for 20 years been there, done that, and was told to shut up or hit the road. Retirement is wonderful
Instead of going after the problem employee, why not go after upper management ?? they will threaten, demote you,, and try to fire you all in words ??
Role of HR
DOE
Thu Dec 27, 2007 4:21 PM
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Overall, this article contains very good advice for supervisors. HR can, and usually does, provide knowledgeable counsel - to/for supervisors. Not, however, to the employee. Having worked in HR/ER/LR, unfortunately it's been my experience that HR's focus is almost entirely to side with management in any given situation. Albeit, most employees have access to union representation to attempt to protect the employee. That is not always the case - there exists this minority of exempt non-supervisory employees. Where does this employee turn for advice & guidance when the supervisor is not an option? I've learned from experience that "confiding" in your HR Rep leads nowhere except ensuring that your supervisor is sufficiently briefed on your "beaf" or issue, if you prefer. Human Resources is an oxymoron more aptly titled Management Resources and unfortunately that also emcompasses the EEO route as well. "Head 'em off at the pass" mentality. Sadly there isn't "neutral" ground.
10 critical mistakes made by supervisors
US Army Recruiting Battalion, HBG
Thu Jan 17, 2008 10:12 AM
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I disaagree that most employees deserve what they get. Commonly, the first appeal is the result of a critical unresolved issue. I would say this exists for 91% of the claims. Following appeals are "causaully related" retaliation. All of the services and agencies maintain 1-4 levels of professional Civilian Personnel, not including the contracted CPO. This costs the government 4 plus times the actual cost of CPO services. Although it affords the agency "plausible deniability" for retaliation. Agencies disregard OPMs Mandatory Trianing with waivers. Leaving the CPO offices to get rid of the problem.