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af_50  
#1 Posted : Wednesday, March 21, 2012 10:53:43 PM(UTC)
af_50

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My wife was hired last February as a GS-5 in an 1802 position although she was already holding a GS-06 in a 0303 position (since she didn't specifically list Law Enforcement Database experience on her resume although she was a cop for 2 years and answered yes to LE Database experience on the questionnaire).  Her boss put her in for a promotion 90 days after the fact and recently asked her how long she was a 6 at her other job so she could determine if she had 52 weeks TIG to put her in for her 7.  She met the 52 weeks TIG back in January and her boss has been fighting with HR since then.  They said they will not promote her to a 7 until she has a year as a 6 in her current position.
From what I've read, the 1802 series and 0303 series fall on the same qualification standards per OPM and states 1 year specialized experience.  5 CFR also says 52 weeks but doesn't specify cumulative or consecutive in that position.  I went from a GS-06/0303 to a GS-07/1802 in my agency so I don't understand why her's is being so difficult.  Are there any regulations that support either her HR's position or my position to get this settled?  Thanks in advance for any info. af_502012-03-23 11:07:45
Fed1969  
#2 Posted : Friday, March 23, 2012 1:46:09 AM(UTC)
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As long as she meets the technical requirements for a GS-1802-07 I don't see a problem.  Maybe her boss needs to work with HR to resolve using OPM guidance.
Fed1969  
#3 Posted : Friday, March 23, 2012 2:07:36 AM(UTC)
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Did the boss advertise the position?  Since she never held a 7 positions, she would need to apply.  It is too short for an accretion.
af_50  
#4 Posted : Friday, March 23, 2012 2:54:08 AM(UTC)
af_50

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She does meet the requirements and her boss has been fighting this issue for a month now.  It's her position, it's a career ladder 5/6/7/8, she doesn't need to apply for it.
Also, this sentence should say:
They said they will not promote her to a 7 until she has a year as a 6 in her current position.
af_502012-03-23 11:08:27
af_50  
#5 Posted : Friday, April 06, 2012 12:15:39 AM(UTC)
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After providing all the dates and OPM regulations that I found to her HR, they apologized and are promoting her immediately, effective next pay period.  While I'm happy this got corrected, I'm disappointed that they refuse to backdate the promotion to when her boss originally put her in for it in January (since that is when she hit 52 weeks as a GS-06).  I'm not even worried about the back pay (although it's about $600 we lost due to incompetence), I just want them to backdate the records so she'll be able to get her GS-08 next January.  Unfortunately, as it is in my agency as well, her HR really isn't in the business of trying to help employees and do things the correct way.  They seem to thrive off the power trip of being able to stop people from advancing.

Fed GS  
#6 Posted : Sunday, April 08, 2012 3:42:58 AM(UTC)
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Your wife should be dealing with her HR office, etc. HR shoud not be working with you and should be working directly with your wife and her supervisor. Your post makes it should like you are handling her career. Team effort at home, but not in the work place.

And no HR is not on a power trip - overworked yes, and they are human.
af_50  
#7 Posted : Sunday, April 08, 2012 6:22:26 AM(UTC)
af_50

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She is dealing with her HR office, I am simply advising her since I have
some HR knowledge.  Our team effort is in every aspect of our lives,
not just one.  The HR in my agency and hers are far from overworked, just incompetent, on a power trip or a combination of both since they are obviously not doing their jobs correctly.

Unless you have something that applies to helping out with the question I asked, maybe you should save your "advice" for someone who asks for it.

Fed1969  
#8 Posted : Monday, April 09, 2012 8:49:01 PM(UTC)
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What are HRs issues?
af_50  
#9 Posted : Tuesday, April 10, 2012 5:09:51 AM(UTC)
af_50

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Her boss actually requested her promotion in early February after asking me to calculate the time for her to find out when my wife met 52 weeks TIG (which was actually mid/late January).  They denied the
promotion because of lack of TIG.  Her boss went back to them with the
fact that my wife was a GS-6 for 5 months with her other agency and they
still denied it.  Because of their serious workload in March, they were not
able to follow-up on the issue until in late March when my wife sent the
Lead HR Specialist an email stating why she meets TIG (provided an
SF-50 from her old agency which they should've already had, a timeline to show her
federal service and OPM regulations supporting the fact that she met
TIG).  HR told her she would be promoted effective next pay period (this
past Sunday) but they would not back date it due to the fact that it is
the employee's and supervisor's responsibility to provide information
in a timely manner when requesting a promotion.  The issue is that they
never asked for any additional information, they just flat out denied
the promotion until my wife emailed the lead specialist.  They already
had her OPF on file from her previous agency, they should know how many weeks TIG she has.


My issue isn't with all HR offices, because I know there are plenty of good HR specialists.  I
work closely with every HR office in my agency on a weekly basis and I
know the kind of stuff that goes on with people just being lazy or
following common practices (it's always been done this way) instead of following regulations.


With my wife's agency, she was already a 6 at her old job when they
offered her a 5 at the new agency.  The only reason for them not giving
her a 6 was that she did not demonstrate in her resume that she had Law
Enforcement Database experience.  However, she did answer on the
questionnaire that she had this experience and listed the specific
databases.  Her resume stated that she was a cop for 2.5 years in the
military and tracked criminal activity using various programs and that
was not sufficient for them.  Am I really that out of line for having an
issue with something like that?  If she would have hired in at a 6, she
would've been a 7 this past October and eligible for her 8 this
October, that money adds up.


af_502012-04-10 13:15:20
Fed GS  
#10 Posted : Tuesday, April 10, 2012 5:21:00 AM(UTC)
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If she was not promoted based on an administrative error in the HR office on timely processing the action. Supervisors are required to submit a request for promotion to the next grade on a development/career ladder position. HR does not let a supervisor know when the employee is eligible in most agencies. Superviors are required to know the eligibilty of their employees for the next promotion and submit the request in advance which in some agencies range from 30 to 90 days in advance of the requested promotion date. If HR receives the request from the supervisor in the time frame and HR fails to make the correct determination of eligibility for promotion, it can be identified as an administrative error and submit a correction to the promotion action and date it based on when paperwork request was submitted. Example if promotion is to be effective the last payperiod in March and HR requires request from supervisor stating employee has meet all requirements (not just time in grade but performance, training, etc) 30 days in advance all paperwork would have to be submitted to HR by begining last pay period in Feb.



Fed GS2012-04-11 20:01:56
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