Readers' Comments
Total Comments: 55
Page 2 of 7
Page 2 of 7
Firing an HR Specialist With 30 Years of Federal Service
Total Comments: 55
Page 2 of 7
Page 2 of 7
Free Email Newsletter
| Close | Change | YTD | |
| G | $12.7463 | +0.0008 | +0.04% |
| F | $12.5956 | +0.0340 | +0.12% |
| C | $10.4853 | -0.3174 | +0.49% |
| S | $12.3632 | -0.4115 | +1.28% |
| I | $14.3592 | -0.2050 | +0.73% |
| Close | Change | YTD | |
| L 2040 | $12.5675 | -0.2638 | +0.63% |
| L 2030 | $12.6930 | -0.2335 | +0.55% |
| L 2020 | $12.9186 | -0.1958 | +0.47% |
| L 2010 | $13.8674 | -0.1008 | +0.25% |
| L Income | $12.8084 | -0.0642 | +0.19% |
January 8, 2009
Search:
Custom Search
Home | About Us | FAQ's |
Site Map | Terms of Use |
Privacy Policy |
RSS 
|
Twitter 
© 2009 FedSmith Inc. All Rights Reserved.
He Should Have Known Better
DoD
Thu Jul 24, 2008 10:08 AM
Post Reply
I'll look up his previous case decision, because I'd like to know in what HR function he specialized. He didn't learn much. We've seen it many times--you work for 20, 30 years with no accountability and finally, a good supervisor takes the time and responsibility to remove the non-performer. I say, good for them. And for those that think HR is immune from disciplinary/adverse action, here you go.
Re: He Should Have Known Better
IRS
Fri Jul 25, 2008 8:49 AM
We do not know all of the facts, but this smells.
Firing an HR Specialist w/30 years....
DOD
Thu Jul 24, 2008 10:11 AM
Post Reply
Glad to see this can happen in the Federal Government. Wish the general public could see this artilce also. It might go a long way in dealing with attitudes about federal employees.
Re: Firing an HR Specialist w/30 years....
DoD
Thu Jul 24, 2008 2:42 PM
Firing after 30 years
USDOS
Thu Jul 24, 2008 10:13 AM
Post Reply
This really sad, in this case the government has really failed the employee and the employee has failed the government. The employee should have communicated with his supervior about his progress or ask to be detailed or volunteered to retirement early to keep his benefits. The government should have given the employee more options other than firing him after 30 years of service. It is no joke getting up everyday and working all those years, and then be fired with no pension etc. In the long run the employee will probably end up on some type of government assistance program because of lack of income. Lose lose situation.
Who Judges Here?
Navy Civil Service
Thu Jul 24, 2008 10:14 AM
Post Reply
The above summarized "critical element" of Mr. Dobson's "performance plan" is indeed vague and typical of big-business, quasi-organized performance policies. Anyone who is currently a DoD employee and has taken the NSPS education courses can see that this will become a more prominent problem in the future as GS disappears and NSPS takes over. Having worked in government and public/private facilities as an RN for nearly 30 years, I am well aquainted with how the misfortune of human personalities comes into play with these so-called standards and evaluations. Although I am not familiar with the particulars of this case, I can imagine that this has somehow come into play here already. That "only...the 60 day evaluation period was relevant" is an ominous sign.
Performance and PIP
VA
Thu Jul 24, 2008 10:21 AM
Post Reply
Management wins the majority of these cases before the board.
PIP
SSA
Thu Jul 24, 2008 11:00 AM
Post Reply
Management has a powerful weapon,(PIP) and a powerful ally.(MSPB) Seven and a half years of union busting will take it's toll. You can only hope Mr. Dobson was at least given the option to retire but he decided to go for broke.
Re: PIP
DOD
Fri Aug 1, 2008 2:44 PM
The performance standard
Interior
Thu Jul 24, 2008 11:36 AM
Post Reply
The stated performance standard used by the Navy in this instance is of such generic and generalized character that it can be used against anyone, even for menial offenses, by supervisors who may dislike you. Simply put, the Navy management has found the key to fire employees managment does not like. Point Period.....forget civil service protection until a new fair minded adminstration comes back into power. The same process was used against me, but the Navy decided not to follow through after I filed an EEO complaint. There is no way an employee can fight this new system of "power" management.