(no subject)
Jan. 15th, 2004 07:28 pm![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png){kind=small}
vicarzI am stunned by the number of steps you have to take to NOT give a government employee their step increase. To not give someone their WGI (within-grade increase):
1. They have to be put on standards 90 days after being given the position or after their last performance evaluation
2. They have to be counseled and given written notification that they are failing to reach the level of “fully successful” on one or more of their critical elements.
a. This involves being put on a PIP (performance improvement plan) which is a 10-30 page document,
b. that spells out what is deficient, probably including specific examples to demonstrate to an appeals court clearly how the work was sub-standard
c. that typically requires the poor manager to meet with the employee weekly and keep very thorough documentation
d. that spells out what would have to be done to meet the critical elements not met
e. the PIP is for a minimum of 30 days, maximum of 90 days but can liberally be extended (again with written notice)
f. The focus of the PIP has to be to attempt to salvage the employee and get them to standard – it’s not just to be used as a weapon to get rid of bad employees (yet it is the only way to get rid of bad employees for performance issues
3. The HR department must send the direct supervisor a form that they return to HR letting them know of the WGI should be awarded or not. If the form is not returned, the WGI is automatically given. Something like 99.9% of all people due for a WGI get them.
4. A written memo must be issued to the employee (60 days or more before the WGI if the employee is covered by the union). This memo must contain all the elements of the PIP! This memo must be signed by the direct supervisor, and signed off on by an HR/ER representative after their review.
5. A written memo must be issued to HR. This memo must contain all the elements of the PIP again! This involves a lot of paper, but is typically performed by incorporating the PIP physically and by reference within the document. This memo must be signed by the direct supervisor, and signed off on by an HR/ER representative after their review.
All this to NOT give someone a raise! This covers some of what we are doing to fire this ‘dead wood,’ but still – this is a lot of work to avoid giving a raise. Do we really care about this issue? Heck no, but if we remove the guy for poor performance and he can show the court that he received his raise – it’s a piece of evidence that he was in fact performing at the fully successful level.
Yowza. Next week I’ll explain what it takes to remove someone from employment who has been on worker’s comp for 3 years after allegedly slipping on a peanut in the break room with no witnesses.
1. They have to be put on standards 90 days after being given the position or after their last performance evaluation
2. They have to be counseled and given written notification that they are failing to reach the level of “fully successful” on one or more of their critical elements.
a. This involves being put on a PIP (performance improvement plan) which is a 10-30 page document,
b. that spells out what is deficient, probably including specific examples to demonstrate to an appeals court clearly how the work was sub-standard
c. that typically requires the poor manager to meet with the employee weekly and keep very thorough documentation
d. that spells out what would have to be done to meet the critical elements not met
e. the PIP is for a minimum of 30 days, maximum of 90 days but can liberally be extended (again with written notice)
f. The focus of the PIP has to be to attempt to salvage the employee and get them to standard – it’s not just to be used as a weapon to get rid of bad employees (yet it is the only way to get rid of bad employees for performance issues
3. The HR department must send the direct supervisor a form that they return to HR letting them know of the WGI should be awarded or not. If the form is not returned, the WGI is automatically given. Something like 99.9% of all people due for a WGI get them.
4. A written memo must be issued to the employee (60 days or more before the WGI if the employee is covered by the union). This memo must contain all the elements of the PIP! This memo must be signed by the direct supervisor, and signed off on by an HR/ER representative after their review.
5. A written memo must be issued to HR. This memo must contain all the elements of the PIP again! This involves a lot of paper, but is typically performed by incorporating the PIP physically and by reference within the document. This memo must be signed by the direct supervisor, and signed off on by an HR/ER representative after their review.
All this to NOT give someone a raise! This covers some of what we are doing to fire this ‘dead wood,’ but still – this is a lot of work to avoid giving a raise. Do we really care about this issue? Heck no, but if we remove the guy for poor performance and he can show the court that he received his raise – it’s a piece of evidence that he was in fact performing at the fully successful level.
Yowza. Next week I’ll explain what it takes to remove someone from employment who has been on worker’s comp for 3 years after allegedly slipping on a peanut in the break room with no witnesses.
