This article should be printed and placed on the desk of every supervisor and should be required reading every six months.
Bruce Berry
Re: 10 Supervisory Mistakes
USRO Dept. of Veterans Affairs. Wed Dec 19, 2007 11:52 AM
And should be read by every employee, not in management.
Real Critical Mistake #1
Former HR Specialist Federal Agency Wed Dec 19, 2007 8:07 AM
In my opinion, the REAL Critical Mistake that I deal with the most was the Failure to Document. Without the hard evidence, most formal corrective actions fall apart. Anecdotal evidence and statements like, "he's done it a million times." don't prove a thing and can't support anything.
Smart Move #8-Professional Help
HR Specialist NARA Wed Dec 19, 2007 8:50 AM
In addition to our HR staff, another resource that is available is the Employee Assistance Program. The EAP is a wonderful source of help for supervisors and employees with problems--work related and non work related. Supervisors aren't professional counselors, but the EAP folks are. Sometimes a gentle reminder about the availability of the EAP can help an employee with a problem. EAP services are confidential and are provided free or on a sliding price scale based on income. The EAP was an invaluable resource to me as a supervisor when dealing with a drug-addicted employee and an employee with a mental illness. Anyway, it's another source of professional help for supervisors working with their employees!
Re: Smart Move #8-Professional Help
Reformed Conservative DFAS Thu Jan 17, 2008 12:24 PM
Long ago, as a new Federal employee, I was warned off the record that if I ever availed myself of EAP, I'd never get a security clearance. Does anyone know if that is still the case? If so, people might want to consider that if they're considering using EAP.
THANKS FOR CONTINUING TO PROVIDE GUIDANCE
Analyst DON Wed Dec 19, 2007 9:00 AM
This is an excellent article. The problem I see, in large part, is that supervisors/managers know their respective programs. They know little about supervising, LER, etc. Training is through online sources, if any, or possibly a CD on civilian personnel procedures they get handed by HR at check-in. There is no remedial training and certainly noone looking hard at what training they've even had during their career in this respective area. The web is full of great sources but "you don't know what you don't know". By taking LIVE supervisory (and related training such as labor and employee relations), you learn what you didn't know you didn't know. Make sense? I learn alot by reading the FedSmith articles. But how many really MAKE the time to even do that? I've learned over the years because I got tired and frustrated by not knowing. I may not know it all but I now, at least, have the resources, references, contacts, and even lesson learned. We need more good LER experts in the field.
Evil Supervisors
Retired RAC Galveston ICE Wed Dec 19, 2007 9:53 AM
You left out that some supervisors (i.e. Deputy Special Agents in Charge) are just evil people. Evil people have existed all through history. They exist now. When dealing with evil people, logic, rules, and morality do not apply.
It doesn't matter why they are evil, it could be that they are bitter because they were demoted/transferred and now they are taking it out on their employees.
It could be that their own sins have clouded their judgement.
They usually select their targets based on the employee's weaknesses. For example, if you have an employee who has a serious medical condition (i.e. needing a quadruple bypass) this employee is a good target for the evil supervisor because they know the employee is not in the position to really fight back.
Upper management rarely does anything about these evil people because they can be of value to the organization. What better "hatchman" than an evil supervisor that is already hated by all the employees?
Stephen Coffman
Re: Evil Supervisors
HR Officer DOD Thu Dec 20, 2007 5:05 AM
Sounds like you should be praying for this individual so that this veil of evil would be lifted from him or her.
Smart Move #8
HR Specialist NARA Wed Dec 19, 2007 10:56 AM
Another source of professional help for supervisors can be the Employee Assistance Program. Supervisors aren't professional counselors, but the EAP folks are. They can be a tremendous help for supervisors and employees with personal or work-related problems. Some agencies have a process where supervisors can refer employees to the EAP as a condition of their employment. This can be helpful for serious situations such as drug addiction or mental illness. The EAP can also make suggestions about options for employees who need help. There's usually an EAP Coordinator in your HR office.
your article on ten things
Information Technology specialist Social Security Administration Wed Dec 19, 2007 10:59 AM
I am not a government worker in trouble for not working . I am a government worker in trouble for wanting to work. Yes, wanting to ..I have close to twenty years of experience in telecommunication and I am sitting here biting my nails. I have done everything to tell these folks that I am willing, able and ready. They are wasting a valuable resource. They seem to do this on a constant basis not just with me but with other people. My next step is to see the commissioner. Your articles centered around mangers. why not center it around mangers who spend a lot of time crossing t's and dotting i's but not really conerned about getting the work done professionally and in a timely manner.
Re: your article on ten things
Observer Oaklandon Wed Dec 19, 2007 4:46 PM
I keep reading that disabilty claims take forever now. Maybe you should volunteer to process claims.
But maybe not. Your manger comments may be seasonal, but your spelling is questionable.
Worth the hassle?
DHS Employee USCIS Wed Dec 19, 2007 7:10 PM
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
Independent Any Thu Dec 20, 2007 1:52 PM
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
RETIRED EEO MANAGER DOD Sun Dec 23, 2007 8:48 AM
very good article and appropriate to eeo complaints as well as mer type grievances
Additional resources
conflict management specialist epa Wed Dec 26, 2007 9:59 AM
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
Retired VAMC Wed Dec 26, 2007 5:14 PM
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
Mgmt Analyst DOE Thu Dec 27, 2007 4:21 PM
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
Human Resources US Army Recruiting Battalion, HBG Thu Jan 17, 2008 10:12 AM
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.
10 critical mistakes made by supervisors
Human Resources US Army Recruiting Battalion, HBG Thu Jan 17, 2008 10:26 AM
Under a priority II RIF, I was knowingly provided an inaccurate position description,without a statement of essential duties for 8 months.I had known cervical restrictions advised to the CPO & Super.After discovering that I would be lifetime retained pay GS9, agency assigned me unwritted additional duties "Daily 2.5 hrs Lifting 0-50 lbs in 32degree weather"
I was denied reasonable accommodation for these duties.Injured with 5 lumbar hernations from the excessive work 1994.The agencies & CPOs worked with three third district DAs to remove me from service alleging poor performance & continued to deny reasonable accommodation,accurate statement of essential duties or PD.In 1995,I was found 5 days from total paralysis & had major neck surgery.Still denied accommodation from the duties,I suffered retaliation & hostile environment & reinjury until OCI threatened me with loss of retirement & disciplinary actions. EEOC held cases,to give the agency time to remove me for cause.
Market Trends growth for Business Chaplain
Hospital Chaplain Student Jackson Medical Hospital Wed Jan 23, 2008 7:08 AM
Dear Staff.
I am doing a paper on growth market trends for corporate and industrial workplace chaplains. Can you offer some directions or guidelines where I can locate that information?
10 Supervisory Mistakes
Oaklandon
Wed Dec 19, 2007 7:49 AM
This article should be printed and placed on the desk of every supervisor and should be required reading every six months.
Bruce Berry
Re: 10 Supervisory Mistakes
Dept. of Veterans Affairs.
Wed Dec 19, 2007 11:52 AM
Real Critical Mistake #1
Federal Agency
Wed Dec 19, 2007 8:07 AM
In my opinion, the REAL Critical Mistake that I deal with the most was the Failure to Document. Without the hard evidence, most formal corrective actions fall apart. Anecdotal evidence and statements like, "he's done it a million times." don't prove a thing and can't support anything.
Smart Move #8-Professional Help
NARA
Wed Dec 19, 2007 8:50 AM
In addition to our HR staff, another resource that is available is the Employee Assistance Program. The EAP is a wonderful source of help for supervisors and employees with problems--work related and non work related. Supervisors aren't professional counselors, but the EAP folks are. Sometimes a gentle reminder about the availability of the EAP can help an employee with a problem. EAP services are confidential and are provided free or on a sliding price scale based on income. The EAP was an invaluable resource to me as a supervisor when dealing with a drug-addicted employee and an employee with a mental illness. Anyway, it's another source of professional help for supervisors working with their employees!
Re: Smart Move #8-Professional Help
DFAS
Thu Jan 17, 2008 12:24 PM
THANKS FOR CONTINUING TO PROVIDE GUIDANCE
DON
Wed Dec 19, 2007 9:00 AM
This is an excellent article. The problem I see, in large part, is that supervisors/managers know their respective programs. They know little about supervising, LER, etc. Training is through online sources, if any, or possibly a CD on civilian personnel procedures they get handed by HR at check-in. There is no remedial training and certainly noone looking hard at what training they've even had during their career in this respective area. The web is full of great sources but "you don't know what you don't know". By taking LIVE supervisory (and related training such as labor and employee relations), you learn what you didn't know you didn't know. Make sense? I learn alot by reading the FedSmith articles. But how many really MAKE the time to even do that? I've learned over the years because I got tired and frustrated by not knowing. I may not know it all but I now, at least, have the resources, references, contacts, and even lesson learned. We need more good LER experts in the field.
Evil Supervisors
ICE
Wed Dec 19, 2007 9:53 AM
You left out that some supervisors (i.e. Deputy Special Agents in Charge) are just evil people. Evil people have existed all through history. They exist now. When dealing with evil people, logic, rules, and morality do not apply.
It doesn't matter why they are evil, it could be that they are bitter because they were demoted/transferred and now they are taking it out on their employees.
It could be that their own sins have clouded their judgement.
They usually select their targets based on the employee's weaknesses. For example, if you have an employee who has a serious medical condition (i.e. needing a quadruple bypass) this employee is a good target for the evil supervisor because they know the employee is not in the position to really fight back.
Upper management rarely does anything about these evil people because they can be of value to the organization. What better "hatchman" than an evil supervisor that is already hated by all the employees?
Stephen Coffman
Re: Evil Supervisors
DOD
Thu Dec 20, 2007 5:05 AM
Smart Move #8
NARA
Wed Dec 19, 2007 10:56 AM
Another source of professional help for supervisors can be the Employee Assistance Program. Supervisors aren't professional counselors, but the EAP folks are. They can be a tremendous help for supervisors and employees with personal or work-related problems. Some agencies have a process where supervisors can refer employees to the EAP as a condition of their employment. This can be helpful for serious situations such as drug addiction or mental illness. The EAP can also make suggestions about options for employees who need help. There's usually an EAP Coordinator in your HR office.
your article on ten things
Social Security Administration
Wed Dec 19, 2007 10:59 AM
I am not a government worker in trouble for not working . I am a government worker in trouble for wanting to work. Yes, wanting to ..I have close to twenty years of experience in telecommunication and I am sitting here biting my nails. I have done everything to tell these folks that I am willing, able and ready. They are wasting a valuable resource. They seem to do this on a constant basis not just with me but with other people. My next step is to see the commissioner. Your articles centered around mangers. why not center it around mangers who spend a lot of time crossing t's and dotting i's but not really conerned about getting the work done professionally and in a timely manner.
Re: your article on ten things
Oaklandon
Wed Dec 19, 2007 4:46 PM
But maybe not. Your manger comments may be seasonal, but your spelling is questionable.
Worth the hassle?
USCIS
Wed Dec 19, 2007 7:10 PM
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
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
very good article and appropriate to eeo complaints as well as mer type grievances
Additional resources
epa
Wed Dec 26, 2007 9:59 AM
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
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
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
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.
10 critical mistakes made by supervisors
US Army Recruiting Battalion, HBG
Thu Jan 17, 2008 10:26 AM
Under a priority II RIF, I was knowingly provided an inaccurate position description,without a statement of essential duties for 8 months.I had known cervical restrictions advised to the CPO & Super.After discovering that I would be lifetime retained pay GS9, agency assigned me unwritted additional duties "Daily 2.5 hrs Lifting 0-50 lbs in 32degree weather"
I was denied reasonable accommodation for these duties.Injured with 5 lumbar hernations from the excessive work 1994.The agencies & CPOs worked with three third district DAs to remove me from service alleging poor performance & continued to deny reasonable accommodation,accurate statement of essential duties or PD.In 1995,I was found 5 days from total paralysis & had major neck surgery.Still denied accommodation from the duties,I suffered retaliation & hostile environment & reinjury until OCI threatened me with loss of retirement & disciplinary actions. EEOC held cases,to give the agency time to remove me for cause.
Market Trends growth for Business Chaplain
Jackson Medical Hospital
Wed Jan 23, 2008 7:08 AM
Dear Staff.
I am doing a paper on growth market trends for corporate and industrial workplace chaplains. Can you offer some directions or guidelines where I can locate that information?