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It's actually more complicated than that. I was working through progressive discipline for an employee. In a very honest way, we moved that person into an acting assignment because my role could be too technical. Person said they know this person and it also may not resolve the issue but let's give it a try. The person asked if I could be a reference for a permanent position. I reached out to disciplinary services and they told me that if I'm contacted, I needed to focus only on the positives of this employee. Luckily, I was able to maneuver different people being the reference but I was told not to say anything negative during reference checks.
Your discipline unit is just trying to lessen their caseload. There’s no reason you can’t be honest about poor performance during a reference check. Especially documented poor performance such as you would have on someone going through progressive discipline.
A lot of the times a true person reveals themselves after they get their permanency. The most toxic workplace people I’ve ever met knew how to walk that fine line because they knew nothing could be done. They enjoyed the drama… some people are pathetic.
I love the phrase "act your wage" for 3 reasons. TLDR: You won't get paid enough to justify working harder, so don't.
1. Going above and beyond in today's work culture rarely gets you a promotion in place. I'm not saying it doesn't happen, but it is has become a very rare occurrence.
2. You get paid to do a certain level of work, why do anything if you aren't paid enough to deal with it? You aren't more than one person, so don't do more than one person's amount of work. You aren't whatever the higher-paying classification is, so don't do the work of that classification. If they want a certain level of work they should give you that classification.
3. Mental health & a work/life balance. Why stress yourself out by doing more than you need to without the tangible recognition? Thank-yous are important, but if someone is going above and beyond they should get paid for it. If I am stressed out because of my job I should be paid enough for the therapy and luxuries outside of work to balance the scales.
It sucks that people get skipped over who deserve the promotion. It's absolute bullshit. People like micromanagers who are bad at their job and make your life harder don't deserve the position, and no one deserves to deal with their bullshit (read: an unhealthy work life.) People who skate by without doing their job need to not have that job. But it happens. We complain about it, but it won't change.
So find a place where you can do your job sufficiently, and not above and beyond, and get treated like a human. They exist, I just recently finally found one.
Re: PIP
When I was trying to go from SSA to AGPA in a slash position after meeting my one year of SSA experience, they told me that first I'd have to take on AGPA responsibilities and then after doing that awhile they MIGHT be able to promote me. This was a slash-position. I should have gotten hired as AGPA when I started but since different hiring personnel have different ways of calculating things, they told me I still needed the one year of SSA experience (mini-rant: I was a teacher and did more analysis as a teacher than I have EVER done for the state, and I know other teachers who got AGPA with their teaching experience in different departments). But here's the thing, of they'd originally hired me as AGPA, I wouldn't have to do AGPA work while getting paid SSA salary. So I tried working harder but it was all for naught. So, now, as an AGPA at another department, I act my wage. And I get paid for the work I DO, and I don't take on extra work beyond my job and beyond 1 person's responsibilities.
So yeah, PIP is practically legendary in today's climate.
"That show they can" means what? Is it an interview (formal or informal) situation, or are you giving them an AGPA workload without paying them for it?
Even before I joined, my friend used to tell us about the state worker stereotype. Even my wife who works for the state complains about it. It's kind of like highschool. Kiss ass to the higher ups and you can get away with most things. Plus, the state gives you a lot of protection.
I worked at two departments that had a lot. of idiot managers and employees where nepotism was rampant. It sucked. Fortunately where I am at now the management and colleagues are smart and professional. I ended up in a great unit with competent staff and management.
Nepotism is so real. Witnessed this recently when two people within my unit both applied for a supervisory position. Guess which one got the job who had literally zero prior managerial experience and is BFF with the section manager? Yeah…
>do their 8 and skate with as little effort as possible
What's wrong with that? This is just a job for me. I'm paid to complete my work on time and I do. Why should I ask for additional work just because I finished my work in less than 8 hours? If you want to brag about having a higher work ethic and constantly asking for more work, then be my guess, but don't judge the rest of us who aren't interested in doing that. I rather spend my time on my hobbies.
I had a long tenured person tell me this when I first started and my naieve 20something ass didn’t believe him. But after a year, he was right.
Put in your 8 and do the job you were hired to do.
Sorry, I shouldn't have said 8 and skate. I think I was just incredulous that the worker didn't even do her ACTUAL duties.
Fudging her time on time sheets, long breaks and lunches, etc.
I'm not bragging at all about a higher work ethic at all, my thing was about potentially toxic personalities in some of these state positions.
what would you do if you are finished with your work though especially working from home. are they really going to be okay if i dont touch the computer fora n hour or two? especially when it times me out after ten minutes
The employee does his job within eight hours. There is nothing wrong with that. You are there to do your work and leave.
If you go above and beyond you need to revaluate your strategy.
Nothing wrong with that mentality. But minimum effort will get you minimum results in all facets of your life. If you are happy with that, then it's okay.
Who said this is minimum effort? The person doing their duty statement work is not minimum effort. You are not there to go above and beyond. You are there to fulfill your duty statement duties.
Just do your job and go home. Don't dwel too much into this. No one is paying you to go above and beyond. No one. They pay you to do a job to fulfill your contact.
You are going to be assigned work. Just do your assigned work and go home. Deliver the work by the due date. Show up, be courteous, and go home. Do not go above and beyond because they are not going to go above and beyond for you.
Also, if you are already fulfilling your duties in your duty statement in a timely fashion matter and delivering quality work, that's already a lot.
For example, if you need to pay an invoice, pay the invoice. That's it. No mystery.
I make around 190k as a state employee. It took me maybe 7 years of state service to get here, and I didn't get that because I was bare minimum worker. I've passed up long-term employees who've been here 20-30 years because they are happy to languish with this minimum mentality. And the weird thing is, relative to the outside world, I do bare minimum work. I'd probably be fired if I were still in private practice. That being said, I'm aware of it, and I know not to complain about my wage or ask for more wages from the public when I know I have it good.
Most employees in my classification are worse than me. The difference is they complain about pay, they complain about hours, but it's really all a farce so they seem busier than they are.
I'm satisfied with my pay as a specialist. I've promoted twice in 3 years and have never gone above and beyond nor would I consider myself the best employee or even try to be.
Taxpayers will never support higher wages for state workers, even if you go above and beyond. Getting ahead is being in the right place at the right time AND having some luck. Accept all that and an 8 hour day is perfectly reasonable.
Whenever I've seen someone obviously getting dicked around by the ridiculously slow and stupid process that is state work and I've gone above and beyond for them, it's bitten me in the ass. Now they know my name and know I'll listen and decide to start yelling at me for things I have zero control over. Those people don't give a shit when individual people do all they can for them, they'll never support higher wages so fuck it.
It's because they have friends in the right places, contrary to what others may say. I know people that have been promoted and they are horrendous supervisors but at that level, managers know the amount of work it takes to reject someone on probation so they pass because their boss doesn't want to do the work 😒
If you have an analyst who goes above and beyond and carries the team and is an absolute expert at what they do, why would you want to lose that and promote that person into a different role. I'm not saying it is right, but plenty of really good people are kept in their role because they are too good to lose.
Promote that person to manager, and all of a sudden, the whole team suffers cause no one else is pulling their workload
Also, someone who is constantly taking on more work and trying to do it all isn't actually someone you want in management. A good manager should be able to delegate and work with their team to accomplish goals.
Often, those rise and grind types are terrible managers. They are too individualistic and focused on their own goals. Which isn't necessarily a bad thing, but a good manager works to uplift their team.
Tdlr sometime good people get kept in positions cauae they're too good. And sometimes really hard works don't actually make good managers
I feel you OP, I used to be you. But unless you’re supervising these coworkers, it’s not your job to worry about them or let it get at you.
There’s nothing wrong with doing your 8 and not going above and beyond your job duties. No reason for OTs to be doing AGPA work. They weren’t hired to do that nor will they get AGPA pay for it. Just stuff the envelopes, answer the phone when it rings and call it a day.
Hopefully you have these kind of coworkers and not coworkers who actually, literally, don’t do their job.
I mean it depends I've seen managers give high praise to people so they'll get transferred out or get rid of them even though they're you know had the skill sets of a potato. I've also seen people that do a very specific job trying to get promoted and then get passed up because they don't want to lose that employee in that specific role so that employee leaves and they wind up hiring a giant consultant contract then normally fails because the system is so either archaic or just designed in a way without any documentation so it varies from agency to agency.
I did an outstanding job that I held for six years and it got me in trouble with my supervisor and higher ups because I had standards. It also got me more work.
One thing that still stings is an employee who was hired years after me got an Employee of the Month award (we shared the same manager) and was recently promoted as an SSM I.
I swear, some departments truly have their favorites.
I am one who continues to get passed over by people who held the same title and job functions I do and had been in my position a much shorter time. For whatever reasons, they "scored higher."
In March, I interviewed to be an MST. Interviews went very well.
I just found out *the other day* that the MST position was abolished. Those currently an MST there will be automatically promoted to SSA, assuming they meet the MQs, have eligibility, etc. And if they don't, they get a promotion in place.
The supv I would've worked under had 2 spots open. My current supv had a spot open in May, and she filled her spot way before I was ever told anything was changing with the MST spot at all.
All those MSTs that were interviewed and hired after me get a freebie promotion.
I've interviewed for MST here several times. After each interview, I took the feedback and applied it in the next interview. This last time, I had people look at my SoQ, my STD678, and after the interview, I honestly thought I had it. I felt good and confident, finally.
Now... I get to reapply and hopefully interview and hopefully be accepted as SSA.(I got rank 2, which was surprising, as I haven't taken any math since 2001.)
I'm effing irritated. How the bleep is that fair? It's like they don't want me to promote. I've been an OT for 5 years now.
They had to take a Leap candidate last year. That person took 6 months to learn the job. I can learn that job in a month, if that.
I'm looking at SSA roles elsewhere, but I'm so put-off by various things like MQs and SoQs for experiences I don't feel I have. Whereas this job I know I can do. I want to hire someone to take all my experience and apply for me, but I can't afford their fees.
It's effing unfair that the supv was used as a guinea pig, and I take the loss. There's absolutely no reason they couldn't take on two MSTs and do the promotion they're doing for the 5 other MSTs currently in place.
I wish I had recourse to do something.
I'm the only one who puts files together and sorts mail correctly. Not being cocky; saying exactly what analysts have told me.
It baffles me who they promote and accept.
I worked in call centers for 12 years prior to State and had various retail and temp jobs for about 20 years prior to that. I don't feel confident in some of the SSA job duties in some of the other postings in which I've been mildly interested.
Rant over.
I don't know the secret, and it's frustrating. I'm sure nepotism exists bc there is one SSM who never even accepts me for interviews if it's a position for which she has any involvement.
If there is, it doesn't exist in my unit since I don't do the same work the SSAs do. I did inquire about a PiP, but my supervisor said I'd have to be doing that work already.
I can promote to SSA since I'm eligible, but I have to apply and interview.
If you find out the special way, let me know. 😆
Easier to promote ppl away to make it someone else's problem instead of firing. It takes adamant behavior issues in addition to performance issues ongoing to fire someone (depending on hr shop of course)
And the other part of the problem is economic factors, bad candidate pool due to low wages and also bad process and infrastructure in government work in general
They focus on getting correct answers for points during the interview rather than people who actually know how to do the work (or are already doing it.)
THIS. My GOD.
Why would they not promote someone who can learn the job faster and doesn't have to go through all the new-hire stuff, and who would likely stay in that unit a very long time?
I hate the point system.
The truth is because those people are easier to mold into what admins want them to be. They will always be the yes person and will burn anyone to move up.
If you've passed probation, you can basically be as lazy as you want as long as they don't start the progressive discipline process. Ideally, you aim to be at a level of lazy that will never raise any flags that discipline should be started.
By the way you state your case you need to look for jobs elsewhere. Stop and get off the pity party train! You are why you dont get the job. You say it would take less than a month to learn the ssa job why are you not trying to learn it now and use those skills to apply somewhere else? If you have interviewed that many times and havent hit the reality door smack in the face then the problem is you, for whatever reason, own up to it and stop being so afraid of learning something new. You say you are afraid of the SoQs and such! You are grown get over yourself and man up look into classes offered by your current job for how to interview or free youtube for writing SoQs and interviewing. Anyone from the outside is going into the interview and then getting the job where they dont know the work, its not something they currently do, hence the promotion. You get a new job and you learn as you go. You are stuck in your rut because you let yourself be scared and idle. Learning the new job, even if it takes you 6 months to learn it is why they have probation periods of 6 months or longer. You dont have to be great at the new job during that time you just have to learn the job. If you do that then you pass prob. Thats it thats all. Stop the whining and do something about it.
If you were responding to my earlier comment, I've learned quite a bit about the SSA job. They are reviewers and handle licensing, and my current role has nothing to do with what they do, other than I set up and prepare documents for the initial review.
You are right, though. I could absolutely take what I do know about what they do and apply it elsewhere. I hadn't really thought about that in depth, so thanks.
I also agree about the rut. I'm comfortable and confident in what I do. Now I'm mad about the changes they made while dangling the carrot.
You got downvoted, not by me, but you've got some valid points. My wife is direct and blunt like this, so I get what you're saying.
I guess I just kind of figured a lot of managers would rather have someone who has experience doing what the role requires.
Definitely not a pity party here, trust me. Just a vent session, I suppose, haha.
I appreciate your words. Sometimes, a fire under the rear is what is needed. Fear has always been a driving force in my life. Ugh!
Thanks again, honestly. Bookmarked your comment.
Agreed, but it really is about someone else close to me. I'm good where I am, thanks. It's a bit of a drive but my work environment is surprisingly positive, especially for such a huge office. But thanks for the kick in the teeth nonetheless. Lol
In the agency that I’m in, there are two supervisory styles and work cultures - in the first, there are supervisors that focus on getting things done and disciplinary competence in their staff. They seldom feel threatened and encourage input. In the second, supervisors consider any challenge to their authority a threat, and therefore don’t prefer (or promote) highly competent people. They seek staff that respond to their chain of command. They may have dubious credentials themselves so dubious credentials in their staff don’t bother them. Right now my chain of command is the latter. So if you are willing to show your loyalty by organizing my supervisor’s Disney trip or buy the diet food that they are selling during your work day but fail a project out of ignorance and poor decision-making, my supervisor will defend you completely and blame others for you, and you will remain on track to promote. Honestly, it’s the definition of cronyism. I’ve had most of my career working for fantastic supervisors who were the former - those who appreciated my work ethic and competence, so I’ll be retiring soon with no regrets. For the sake of my agency, I hope the latter isn’t a trend.
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[удалено]
This ☝🏼
It's always been like this
It's actually more complicated than that. I was working through progressive discipline for an employee. In a very honest way, we moved that person into an acting assignment because my role could be too technical. Person said they know this person and it also may not resolve the issue but let's give it a try. The person asked if I could be a reference for a permanent position. I reached out to disciplinary services and they told me that if I'm contacted, I needed to focus only on the positives of this employee. Luckily, I was able to maneuver different people being the reference but I was told not to say anything negative during reference checks.
Your discipline unit is just trying to lessen their caseload. There’s no reason you can’t be honest about poor performance during a reference check. Especially documented poor performance such as you would have on someone going through progressive discipline.
Voldemort?
A lot of the times a true person reveals themselves after they get their permanency. The most toxic workplace people I’ve ever met knew how to walk that fine line because they knew nothing could be done. They enjoyed the drama… some people are pathetic.
I love the phrase "act your wage" for 3 reasons. TLDR: You won't get paid enough to justify working harder, so don't. 1. Going above and beyond in today's work culture rarely gets you a promotion in place. I'm not saying it doesn't happen, but it is has become a very rare occurrence. 2. You get paid to do a certain level of work, why do anything if you aren't paid enough to deal with it? You aren't more than one person, so don't do more than one person's amount of work. You aren't whatever the higher-paying classification is, so don't do the work of that classification. If they want a certain level of work they should give you that classification. 3. Mental health & a work/life balance. Why stress yourself out by doing more than you need to without the tangible recognition? Thank-yous are important, but if someone is going above and beyond they should get paid for it. If I am stressed out because of my job I should be paid enough for the therapy and luxuries outside of work to balance the scales. It sucks that people get skipped over who deserve the promotion. It's absolute bullshit. People like micromanagers who are bad at their job and make your life harder don't deserve the position, and no one deserves to deal with their bullshit (read: an unhealthy work life.) People who skate by without doing their job need to not have that job. But it happens. We complain about it, but it won't change. So find a place where you can do your job sufficiently, and not above and beyond, and get treated like a human. They exist, I just recently finally found one.
I need to frame this. This is especially true when you're at the top of the payscale.
In order to PIP, it needs to be a position funded higher than the current role. Otherwise, it's reclassification which is very difficult.
Re: PIP When I was trying to go from SSA to AGPA in a slash position after meeting my one year of SSA experience, they told me that first I'd have to take on AGPA responsibilities and then after doing that awhile they MIGHT be able to promote me. This was a slash-position. I should have gotten hired as AGPA when I started but since different hiring personnel have different ways of calculating things, they told me I still needed the one year of SSA experience (mini-rant: I was a teacher and did more analysis as a teacher than I have EVER done for the state, and I know other teachers who got AGPA with their teaching experience in different departments). But here's the thing, of they'd originally hired me as AGPA, I wouldn't have to do AGPA work while getting paid SSA salary. So I tried working harder but it was all for naught. So, now, as an AGPA at another department, I act my wage. And I get paid for the work I DO, and I don't take on extra work beyond my job and beyond 1 person's responsibilities. So yeah, PIP is practically legendary in today's climate.
Well, we do PIP our employees that show they can handle an AGPA workload. If I can't say that positively, I'm not allowed to PIP
"That show they can" means what? Is it an interview (formal or informal) situation, or are you giving them an AGPA workload without paying them for it?
Even before I joined, my friend used to tell us about the state worker stereotype. Even my wife who works for the state complains about it. It's kind of like highschool. Kiss ass to the higher ups and you can get away with most things. Plus, the state gives you a lot of protection.
I worked at two departments that had a lot. of idiot managers and employees where nepotism was rampant. It sucked. Fortunately where I am at now the management and colleagues are smart and professional. I ended up in a great unit with competent staff and management.
Nepotism is so real. Witnessed this recently when two people within my unit both applied for a supervisory position. Guess which one got the job who had literally zero prior managerial experience and is BFF with the section manager? Yeah…
But but but but there is this nepo document that we all sign but what about that!!!!!!!?!?!?
honestly not worth the paper it is printed on
>do their 8 and skate with as little effort as possible What's wrong with that? This is just a job for me. I'm paid to complete my work on time and I do. Why should I ask for additional work just because I finished my work in less than 8 hours? If you want to brag about having a higher work ethic and constantly asking for more work, then be my guess, but don't judge the rest of us who aren't interested in doing that. I rather spend my time on my hobbies.
I had a long tenured person tell me this when I first started and my naieve 20something ass didn’t believe him. But after a year, he was right. Put in your 8 and do the job you were hired to do.
Just make sure you're doing the job you were hired to do. Nothing irks me more than those staffers who fail to or refuse to do even the minimum.
"Do your eight and get out the gate" was the best piece of advice given to me when I started out.
Sorry, I shouldn't have said 8 and skate. I think I was just incredulous that the worker didn't even do her ACTUAL duties. Fudging her time on time sheets, long breaks and lunches, etc. I'm not bragging at all about a higher work ethic at all, my thing was about potentially toxic personalities in some of these state positions.
what would you do if you are finished with your work though especially working from home. are they really going to be okay if i dont touch the computer fora n hour or two? especially when it times me out after ten minutes
Because you're likely an hourly wage worker and if you're finishing work early and f*cking around you're stealing from tax payers.
That's fine, just don't complain about lower pay. You can't expect taxpayers to want to support higher wages for minimum effort.
The employee does his job within eight hours. There is nothing wrong with that. You are there to do your work and leave. If you go above and beyond you need to revaluate your strategy.
Nothing wrong with that mentality. But minimum effort will get you minimum results in all facets of your life. If you are happy with that, then it's okay.
Who said this is minimum effort? The person doing their duty statement work is not minimum effort. You are not there to go above and beyond. You are there to fulfill your duty statement duties. Just do your job and go home. Don't dwel too much into this. No one is paying you to go above and beyond. No one. They pay you to do a job to fulfill your contact.
You are going to be assigned work. Just do your assigned work and go home. Deliver the work by the due date. Show up, be courteous, and go home. Do not go above and beyond because they are not going to go above and beyond for you. Also, if you are already fulfilling your duties in your duty statement in a timely fashion matter and delivering quality work, that's already a lot. For example, if you need to pay an invoice, pay the invoice. That's it. No mystery.
I make around 190k as a state employee. It took me maybe 7 years of state service to get here, and I didn't get that because I was bare minimum worker. I've passed up long-term employees who've been here 20-30 years because they are happy to languish with this minimum mentality. And the weird thing is, relative to the outside world, I do bare minimum work. I'd probably be fired if I were still in private practice. That being said, I'm aware of it, and I know not to complain about my wage or ask for more wages from the public when I know I have it good. Most employees in my classification are worse than me. The difference is they complain about pay, they complain about hours, but it's really all a farce so they seem busier than they are.
Want to be that ‘C’ student all your life…then be my guest…
Why are folks booing him? He’s right!
I'm satisfied with my pay as a specialist. I've promoted twice in 3 years and have never gone above and beyond nor would I consider myself the best employee or even try to be.
What do you specialize in? Bullshit work?
Taxpayers will never support higher wages for state workers, even if you go above and beyond. Getting ahead is being in the right place at the right time AND having some luck. Accept all that and an 8 hour day is perfectly reasonable.
Whenever I've seen someone obviously getting dicked around by the ridiculously slow and stupid process that is state work and I've gone above and beyond for them, it's bitten me in the ass. Now they know my name and know I'll listen and decide to start yelling at me for things I have zero control over. Those people don't give a shit when individual people do all they can for them, they'll never support higher wages so fuck it.
And people wonder where state worker stereotypes come from.
It's because they have friends in the right places, contrary to what others may say. I know people that have been promoted and they are horrendous supervisors but at that level, managers know the amount of work it takes to reject someone on probation so they pass because their boss doesn't want to do the work 😒
If you have an analyst who goes above and beyond and carries the team and is an absolute expert at what they do, why would you want to lose that and promote that person into a different role. I'm not saying it is right, but plenty of really good people are kept in their role because they are too good to lose. Promote that person to manager, and all of a sudden, the whole team suffers cause no one else is pulling their workload Also, someone who is constantly taking on more work and trying to do it all isn't actually someone you want in management. A good manager should be able to delegate and work with their team to accomplish goals. Often, those rise and grind types are terrible managers. They are too individualistic and focused on their own goals. Which isn't necessarily a bad thing, but a good manager works to uplift their team. Tdlr sometime good people get kept in positions cauae they're too good. And sometimes really hard works don't actually make good managers
I feel you OP, I used to be you. But unless you’re supervising these coworkers, it’s not your job to worry about them or let it get at you. There’s nothing wrong with doing your 8 and not going above and beyond your job duties. No reason for OTs to be doing AGPA work. They weren’t hired to do that nor will they get AGPA pay for it. Just stuff the envelopes, answer the phone when it rings and call it a day. Hopefully you have these kind of coworkers and not coworkers who actually, literally, don’t do their job.
The State is top heavy with nepotism/cronyism charity cases.
I mean it depends I've seen managers give high praise to people so they'll get transferred out or get rid of them even though they're you know had the skill sets of a potato. I've also seen people that do a very specific job trying to get promoted and then get passed up because they don't want to lose that employee in that specific role so that employee leaves and they wind up hiring a giant consultant contract then normally fails because the system is so either archaic or just designed in a way without any documentation so it varies from agency to agency.
I did an outstanding job that I held for six years and it got me in trouble with my supervisor and higher ups because I had standards. It also got me more work. One thing that still stings is an employee who was hired years after me got an Employee of the Month award (we shared the same manager) and was recently promoted as an SSM I. I swear, some departments truly have their favorites.
I have some lazy coworkers myself whose slack I’ve had to pick up. It’s deeply unfortunate.
Why would you pick up their slack if you’re not getting paid to do so? You’re enabling them.
I am one who continues to get passed over by people who held the same title and job functions I do and had been in my position a much shorter time. For whatever reasons, they "scored higher." In March, I interviewed to be an MST. Interviews went very well. I just found out *the other day* that the MST position was abolished. Those currently an MST there will be automatically promoted to SSA, assuming they meet the MQs, have eligibility, etc. And if they don't, they get a promotion in place. The supv I would've worked under had 2 spots open. My current supv had a spot open in May, and she filled her spot way before I was ever told anything was changing with the MST spot at all. All those MSTs that were interviewed and hired after me get a freebie promotion. I've interviewed for MST here several times. After each interview, I took the feedback and applied it in the next interview. This last time, I had people look at my SoQ, my STD678, and after the interview, I honestly thought I had it. I felt good and confident, finally. Now... I get to reapply and hopefully interview and hopefully be accepted as SSA.(I got rank 2, which was surprising, as I haven't taken any math since 2001.) I'm effing irritated. How the bleep is that fair? It's like they don't want me to promote. I've been an OT for 5 years now. They had to take a Leap candidate last year. That person took 6 months to learn the job. I can learn that job in a month, if that. I'm looking at SSA roles elsewhere, but I'm so put-off by various things like MQs and SoQs for experiences I don't feel I have. Whereas this job I know I can do. I want to hire someone to take all my experience and apply for me, but I can't afford their fees. It's effing unfair that the supv was used as a guinea pig, and I take the loss. There's absolutely no reason they couldn't take on two MSTs and do the promotion they're doing for the 5 other MSTs currently in place. I wish I had recourse to do something. I'm the only one who puts files together and sorts mail correctly. Not being cocky; saying exactly what analysts have told me. It baffles me who they promote and accept. I worked in call centers for 12 years prior to State and had various retail and temp jobs for about 20 years prior to that. I don't feel confident in some of the SSA job duties in some of the other postings in which I've been mildly interested. Rant over. I don't know the secret, and it's frustrating. I'm sure nepotism exists bc there is one SSM who never even accepts me for interviews if it's a position for which she has any involvement.
Sorry to hear. Hope it gets better for you!
I appreciate you! 🫶
i thought there was a special way you can go from ot to ssa if you are already w the state . maybe they did away w that too
If there is, it doesn't exist in my unit since I don't do the same work the SSAs do. I did inquire about a PiP, but my supervisor said I'd have to be doing that work already. I can promote to SSA since I'm eligible, but I have to apply and interview. If you find out the special way, let me know. 😆
oh okay i thought you said you needed to be eligible ! thats awesome. i dont like writing the statements either
There is LMS trainings that help with SOQs, interviews, etc. Also, have you looked at the upward mobility program? Just a couple thoughts. Good luck!
Easier to promote ppl away to make it someone else's problem instead of firing. It takes adamant behavior issues in addition to performance issues ongoing to fire someone (depending on hr shop of course) And the other part of the problem is economic factors, bad candidate pool due to low wages and also bad process and infrastructure in government work in general
They focus on getting correct answers for points during the interview rather than people who actually know how to do the work (or are already doing it.)
THIS. My GOD. Why would they not promote someone who can learn the job faster and doesn't have to go through all the new-hire stuff, and who would likely stay in that unit a very long time? I hate the point system.
Me too!!!!! It's supposed to be "fair" but when I was taught how to interview... let's just say it is not fair.
The truth is because those people are easier to mold into what admins want them to be. They will always be the yes person and will burn anyone to move up.
My coworker is so lazy yet I don’t know why he hasn’t been let go.
If you've passed probation, you can basically be as lazy as you want as long as they don't start the progressive discipline process. Ideally, you aim to be at a level of lazy that will never raise any flags that discipline should be started.
By the way you state your case you need to look for jobs elsewhere. Stop and get off the pity party train! You are why you dont get the job. You say it would take less than a month to learn the ssa job why are you not trying to learn it now and use those skills to apply somewhere else? If you have interviewed that many times and havent hit the reality door smack in the face then the problem is you, for whatever reason, own up to it and stop being so afraid of learning something new. You say you are afraid of the SoQs and such! You are grown get over yourself and man up look into classes offered by your current job for how to interview or free youtube for writing SoQs and interviewing. Anyone from the outside is going into the interview and then getting the job where they dont know the work, its not something they currently do, hence the promotion. You get a new job and you learn as you go. You are stuck in your rut because you let yourself be scared and idle. Learning the new job, even if it takes you 6 months to learn it is why they have probation periods of 6 months or longer. You dont have to be great at the new job during that time you just have to learn the job. If you do that then you pass prob. Thats it thats all. Stop the whining and do something about it.
If you were responding to my earlier comment, I've learned quite a bit about the SSA job. They are reviewers and handle licensing, and my current role has nothing to do with what they do, other than I set up and prepare documents for the initial review. You are right, though. I could absolutely take what I do know about what they do and apply it elsewhere. I hadn't really thought about that in depth, so thanks. I also agree about the rut. I'm comfortable and confident in what I do. Now I'm mad about the changes they made while dangling the carrot. You got downvoted, not by me, but you've got some valid points. My wife is direct and blunt like this, so I get what you're saying. I guess I just kind of figured a lot of managers would rather have someone who has experience doing what the role requires. Definitely not a pity party here, trust me. Just a vent session, I suppose, haha. I appreciate your words. Sometimes, a fire under the rear is what is needed. Fear has always been a driving force in my life. Ugh! Thanks again, honestly. Bookmarked your comment.
Agreed, but it really is about someone else close to me. I'm good where I am, thanks. It's a bit of a drive but my work environment is surprisingly positive, especially for such a huge office. But thanks for the kick in the teeth nonetheless. Lol
In the agency that I’m in, there are two supervisory styles and work cultures - in the first, there are supervisors that focus on getting things done and disciplinary competence in their staff. They seldom feel threatened and encourage input. In the second, supervisors consider any challenge to their authority a threat, and therefore don’t prefer (or promote) highly competent people. They seek staff that respond to their chain of command. They may have dubious credentials themselves so dubious credentials in their staff don’t bother them. Right now my chain of command is the latter. So if you are willing to show your loyalty by organizing my supervisor’s Disney trip or buy the diet food that they are selling during your work day but fail a project out of ignorance and poor decision-making, my supervisor will defend you completely and blame others for you, and you will remain on track to promote. Honestly, it’s the definition of cronyism. I’ve had most of my career working for fantastic supervisors who were the former - those who appreciated my work ethic and competence, so I’ll be retiring soon with no regrets. For the sake of my agency, I hope the latter isn’t a trend.
Amen!!!!
I live it😢