Readers' Comments
Total Comments: 7
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Performance Improvement (Part Two)
Total Comments: 7
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December 2, 2008
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Performance
ANY
Thu Mar 6, 2008 9:40 AM
Post Reply
Nice article. But remember that few supervisors are sufficiently competent to implement your program. Usually, a major reason for failure is based upon their limited knowlege, comptence, interest or other Agency issues that get in the way of developing an effective team.
No where have I seen a article that addresses the fact that many times the defects of the supervisor or the Agency are the proximate cause of the "performance" problem of the employee.
However, agencies do not wish to pay for courses that forcus on their failures. So keep providing the courses they are willing to pay for.
Reality is more complex
AF
Thu Mar 6, 2008 4:33 PM
Post Reply
I keep wondering, why do articles on performance, whether about P4P SMART objectives, or this, assume the problem is easily definable and that the person with the issue has the authority to fix it? Two points: First, today many of us are "team leads" rather than supervisors (thank Al Gore). That means we have supervisory responsibilities for multiple workers, but no supervisory authority. I would love to see an article on dealing with "problem" employees who work for you but you don't "supervise." Next though is defining the problem. Many areas simply can't be resolved down to following clear instructions -- in fact the job duties often specify the work is without precedent. For example, in R&D there is often a striking difference in output between researchers, yet the "bad" isn't doing anything wrong "by the book;" he just isn't producing good "knowledge". How does one counsel/motivate when the problem may be related to innate ability? Sorry, not enough room to complete ...
No Fear Act
HUD
Fri Mar 7, 2008 11:18 AM
Post Reply
Supervisors are cause of the "performance" problem of the employee.
Who is responsible for imposing diciplinary actions against supervisors that is called for in the No Fear Act? The EEOC and their Administrative Law Judges are not issuing disciplinary action against supervisors who have been found guilty of serious misconduct. One of my requested items of relief in my last EEOC case was that the director of my office be terminated per the provisions of the No Fear Act. The judge ruled that she had twice retaliated against me. He issued no penalty for the director's disgraceful and illegal behavior. All he required was that she attend EEO training.
The problem is that NO ONE is enforcing the provisions of the No Fear Act which was designed to hold managers accountable for their actions. What was the point of Congress passing the Act and the President signing if it is not enforced? As I stated in my complaint: "The Notification and Federal Employee Anti-discrimination and
No Fear Act
HUD
Fri Mar 7, 2008 11:23 AM
Post Reply
Retaliation (No Fear) Act states, among other things, that employees who engage in misconduct be disciplined. This Act was signed by President Bush in May, 2002. Marsha Coleman-Adebayo , a senior policy analyst at the EPA, was a driving force behind the creation of the no fear law. The system before No-Fear, Coleman-Adebayo said, has been anything but just to employees who suffer years of discrimination or retaliation at the hands of managers who are never punished for their actions. She went on "The spirit of the No-Fear law was that managers were to face major consequences as a result of findings of discrimination against them. We will demand that the government live up to the spirit of the law. These are not victimless crimes, and for someone to get slapped on the hand when you have violated someone's human and civil rights, you do not have a right to work for the federal government."
If the intent is for agencies themselves to discipline their supervisors, this will not happen.
No Fear Act
HUD
Fri Mar 7, 2008 11:26 AM
Post Reply
Agencies will not impose harsh penalties on their own managers. An impartial outside entity must oversee the imposition of these penalties.
EEOC Administrative Law Judges (ALJ) must be made to enforce the No Fear Act and order stiff penalties to those who violate its provisions. What was the point of my hiring a lawyer, spending $36,000, going through the hearing process and devoting two years of my life to fighting the injustice that was done to me when the manager who had retaliated against me received no punishment? To this day she continues to harass me. Is there any disincentive for her not to continue to retaliate against me? No, because she knows that nothing will happen to her. The No Fear Act is not worth the paper it is written on.
Re: No Fear Act
COE
Thu Jul 24, 2008 10:14 AM
Same thing happened to me.
Your bottom line says it all.
Re: No Fear Act
Veterans Affairs
Thu Jul 24, 2008 11:36 AM
NO ONE removed her! What a waste of everyone's time and money, and how many lives she destroyed, but no one seemed to care. The other managers in the Agency supported her, of course.
It's the "old boy network" at work.