5:32 am, April 18, 2015

FederalNewsRadio.com - Purpose of Comments statement Click to show

Hubbard Radio, LLC encourages site users to express their opinions by posting comments. Our goal is to maintain a civil dialogue in which readers feel comfortable. At times, the comment boards following articles, blog posts and other content can descend to personal attacks. Please do not engage in such behavior here. We encourage your thoughtful comments which:

  • Have a positive and constructive tone
  • Are on topic, clear and to-the-point
  • Are respectful toward others and their opinions

Hubbard Radio, LLC reserves the right to remove comments which do not conform to these criteria.

  • 9
       

  • WHY NO QUAKING
    BeanerECMO
    Supervisor are either scared witless; retired on active duty; or incompetent to do the right thing: i.e., go through the process of documenting behavior through evaluations and counseling sessions as well as facing contentious sessions with the union reps who attack the supervisor for their lack of leadership and management skills as well as accusations of perceived sexual, racial, etc. bias/bigotry. The accusations are accurate, because there has be no documentation of actions taken to correct on the job performance. Consequently, no record; hence, no loss of job.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Quake Maker Stone-walled by Unions
    Fed Lifer
    Beaner, I’ve been a Fed manager for over 10 years. I cannot count the time (including personal time) I have expended documenting poorly performing employees, only to be cut off at the knees by Executives who cave to the union thugs. I had one case where I had two years of documentation (which included two suspensions, a performance improvement letter, a leave restriction letter, and multiple counseling and arbitration sessions). The union, knowing they could not dispute my argument and rock-solid documentation, looked for every way possible to get the employee off the hook on a technical or administrative error on management’s part. After three years of this, the employee resigned after realizing that a letter of termination was on its way. Currently, I am documenting an employee who has been bounced around our organization for years and eventually landed in my section. This employee was given higher ratings by previous managers because it was easier than doing the right thing. Thus a false sense of competency is developed and maintained by the employee. I have a 3-inch three ring binder full of documentation, megabytes of email and still, the union looked for every avenue to find an administrative error at appraisal time, then pressured our Executive and viola! The employee is still here and I was forced to change (i.e. increase) the performance rating. I am still stuck with an incompetent employee (who is an example to other incompetent employees that they can slack and get away with it). Oh, and BTW, the employee has been eligible for retirement for over 17 years…but I can’t say anything there; that would be age discrimination. The amount of time I spend counseling and documenting is at a huge expense of the rest of my (more than competent) staff. In closing, not all managers fear the union, lack the oversight and documentation to properly manage performance. There are many that don’t, but for those of us who do – we are hog-tied by spineless Executives and union thugs well versed in the shake-down method.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Are you doing your job?
    StarTrek1701
    Sounds to me that the union is doing its job by preserving the rights of the employee. As a manager, it is your job to see to it that everything is there; all of the "I"s are dotted and the "T"s are crossed. If you don't, the employee gets a pass and that is your fault. Besides, what is a slacker? Is it an employee that performs at a "less than fully successful" level because of a possible disability. So, do we toss-out all of the handicapped people? What about those that are unable to perform due to a lack of proper training? What about those that perform at a "fully successful" level and are content to maintain the status quo? Are they slackers? If so, what kind of incentive is there for an employee to go above and beyond? Is he/she going to get their annual cost of living pay increase? Is he/she going to see a reduction in their health benefits? Is he/she going to have to work longer for their retirement? Sounds to me that it is the government is the real slacker here, not the employee.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Are you doing your job?
    StarTrek1701
    Sounds to me that the union is doing its job by preserving the rights of the employee. As a manager, it is your job to see to it that everything is there; all of the "I"s are dotted and the "T"s are crossed. If you don't, the employee gets a pass and that is your fault. Besides, what is a slacker? Is it an employee that performs at a "less than fully successful" level because of a possible disability. So, do we toss-out all of the handicapped people? What about those that are unable to perform due to a lack of proper training? What about those that perform at a "fully successful" level and are content to maintain the status quo? Are they slackers? If so, what kind of incentive is there for an employee to go above and beyond? Is he/she going to get their annual cost of living pay increase? Is he/she going to see a reduction in their health benefits? Is he/she going to have to work longer for their retirement? Sounds to me that it is the government is the real slacker here, not the employee.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Bad Employees
    Linda
    I have seen three employees fired from my office. There is only 36 of us total. One for incompetence and bouncing a repayment check for travel (or so the rumor goes, we don't get official information on anybody, but we can guess, and she talk about all but issues until the day she left)............................ one for lack of performance. The guy was on his cell phone most of the day, got fired at the start of his second year................................ And one for something possibly illegal on the computer. Nothing was confirmed and no charges were filed that we know of, but when the FBI takes the computer you got to wonder. After about 9 months of the computer leaving, he was gone..............One employee finally retired after years of not having much to do, but that was after 30 years.......So, we only have one left who does't do much, unless you listen to her and then she is busy all the time and over worked and underpaid. The rest of us just roll our eyes. One of these days she will get caught with a video game downloaded on her computer with a different boss and she will be gone also. But, who knows, she is considered handicapped and that changes the rules. But, so far in this small office those who needed to go, got gone. When I worked in a bigger office (7,000), the story was different. Slackers got straight 5's so they could get another job and out of that manager's hair. It happened.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Back up needed for managers!
    CCFed
    Beaner, managers need support from upper management. We document, counsel, provide additional OJI help to no avail. I HAD a number of unsuccessful probationary employees. Upper management agrees they are not right for the job but we HAVE to keep them. RESOURCES are the priority. Because of the budget, we can't hire to replace them. Frontline managers are FORCED to give out minimally successful evaluations. We can't upset the employees by telling them they are NOT successful. Somehow the employees FEELINGS became more important than the mission. Now, negative documentation and counseling is discouraged; it upsets the employees. Maintaining a body is more important than letting go of a disaster. Frontline managers not drinking the kool-aid are 'temporarily reassigned' until they return to 'yes ma'am' mode.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Back up needed for managers!
    CCFed
    Beaner, managers need support from upper management. We document, counsel, provide additional OJI help to no avail. I HAD a number of unsuccessful probationary employees. Upper management agrees they are not right for the job but we HAVE to keep them. RESOURCES are the priority. Because of the budget, we can't hire to replace them. Frontline managers are FORCED to give out minimally successful evaluations. We can't upset the employees by telling them they are NOT successful. Somehow the employees FEELINGS became more important than the mission. Now, negative documentation and counseling is discouraged; it upsets the employees. Maintaining a body is more important than letting go of a disaster. Frontline managers not drinking the kool-aid are 'temporarily reassigned' until they return to 'yes ma'am' mode.
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • To Beaner
    Moderate
    I am curious to know what evidence you have to make your wild accusations. In my office, the union is very docile. If the union goes to the manager with something, the manager may have done something wrong. The facts are determined and the problem is usually solved without a grievance.(It depends on the parties involved) And how do you know about the documentation or lack of?--------------Your last sentence is senseless and really shows your bigotry.
    worker
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • Congress and slackers column factoid
    Jeremiah
    $50 billion? Is that all that Parker Brothers can produce in the form of "Monopoly Money"? Well, the Federal Reserve has certainly made pikers out of them. Just look at their QE1 and QE2 initiatives. The Parker Brothers need to take a ride on the Reading Railroad (while the Feds may eventually need a Get Out of Jail Free card or two).
    { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }
  • { "Agree":"1","Funny":"1","Insightful":"1","Disagree":"-1","Offensive":"-1","Troll":"-1" }