Readers' Comments
Total Comments: 16
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Revisiting the Probationary Period
Total Comments: 16
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| Close | Change | YTD | |
| G | $12.7116 | +0.0013 | +3.51% |
| F | $12.1775 | +0.0497 | +2.07% |
| C | $9.4002 | -0.9235 | -43.24% |
| S | $10.4051 | -1.2566 | -47.42% |
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| L 2010 | $13.2444 | -0.3625 | -14.33% |
| L Income | $12.4113 | -0.2200 | -7.86% |
December 2, 2008
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There is also a Supervisory Probationary Period
US Forest Service
Mon Mar 31, 2008 10:20 AM
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I don't know the circumstances of some of the respondent who went to different jobs or different agencies but they may be confusing the supervisory probationary period with the initial hire probationary period. Both Probationary periods are for 1 year.
If you fail the supervisory probationary period they are suppose to put you into a nonsupervisory position.
affect on RIF procedures for excepted service
DOI
Fri Jun 6, 2008 9:49 AM
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Do you think that these two MSPB decisions will affect RIF for excepted service procedures, spefically on what tenure group for a SCEP? For example if a student was on a SCEP appointment for 2 years or more he/she would have completed his/her probationary period. For retention register purposes would the student now be considered in group 1 versus group 2. If you visit the OPM website for students the Q & A site indicates that SCEPs are in group II and STEPs are in group III. I know that this is just quick response to frequently asked questions, but the response can make people think that the answer is group II for SCEPs. What do you think? Or am I not viewing this situation correctly.
thanks
Allows managers to apply Hedonistic Ethics/egoism
Department of Veterans Affairs
Sun Jul 6, 2008 12:46 PM
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When the matter is of a personal nature, i.e. female insecurities on the part of the supervisor and your supervisor has no documentation but can terminate an individual without cause is totally unfair. I understand OPM's definition of an "employee" but I went to work each day and worked for a wage. That constitutes employment to me. The definition should be recorded in some form of contract when a newly appointment "individual" is assigned a federal career conditional appointment. My termination was for conduct issues which were totally untrue but I have no rights. The issues raised were totally defamatory, i.e. unprofessional and discourteous behavior towards patients which is grounds for immediate termination. I worked for 10 months and 2 days of a 1-year probationary term. I had worked in the service for 6.5 months as a contract employee. I understood I was not a federal employee during the contract employment, I considered myself an employee during my probation. Unfair!