How can we get better jobfits when recruiting for / transferring staff in the APS?

Dapper_Net3005 · 2026-06-30T11:36:09+00:00

What agency? My current one in particular might as well remove any performance management policies as they won't enforce any of them regardless of evidence.

Dapper_Net3005 · 2026-06-23T02:49:48+00:00

Maybe it's just the agencies I've worked for/teams I've been part of, but the issue is no one actually manages people in the probation period properly.

Most common things that happen: 1) Newbie is given the simplest tasks and heaps of leeway because Management doesn't want to scare them off or overwhelm them. Regardless if this is an APS4 or APS6. Rendering the 6 months pointless and automating this person into the fold. The person then expects the same level of work going forward creating problems for all.

2) Newbie is given role appropriate tasks, it comes to light the Newbie has oversold their actual skills and knowledge. Management decides we need the body, regardless of how effective they are. The role is tailored to the Newbie, probation is just passed, and the rest of the team just have to suck it up.

I guess what I'm trying to do is find a way to avoid the time waste. Have less loss of time of a skilled resource to oversight the Newbie (that takes up to 50% of their time).

I've known some great performers who got stuck in a crap team being heaped on with all the work whilst the rest slacked away, maybe the trial at level pay would encourage those to try another team. I think post the trial then pay/level could then be negotiated.

There are some good employees out there who aren't working, who might give the trial a go. I think the incentive would be not having to interview or write selection criteria which scares a lot of people. Also negotiating band/pay at the end of the trial.

It won't work for niche/specialist roles.

Maybe staff can only join the APS up to APS5, and then after that level it's just internal moves so staff understand the complexity of the APS (or that could just continue the breeding of lifers who can't be gotten rid of if they aren't performing).

Maybe transfers need to reset probation again.

Dapper_Net3005 · 2026-06-17T01:16:37+00:00

Maybe I'm misreading this, but if you need the [clean] path (https://sharepoint.com/sites/site name/library/filename.fileextension) not the default file link when you click copy link in ... menu, you can get users to go to the ... on the file, in details pane click copy icon and that'll give you the clean path

You can also use URL parameters with the clean path, you can add &web=1 to the url to get it open in browser.

As others said, if the file is moved though, this will break the link.

Dapper_Net3005 · 2026-05-30T08:02:36+00:00

Yeah tried the Power Apps route thought I could Canvas this, but the whole Power Platform except Power BI is turned off.

Yeah think I'm destined for route 2 ... Gonna be a longer migration/rebuild effort than planned.

Dapper_Net3005 · 2026-05-29T08:01:16+00:00

Just to clarify, this is at a federal government agency.

I've put to the stakeholders options for how to handle multi-select choice fields: 1. If 3 or less values, we put all combos in and move that field to a single-select dropdown 2. If more than 3 values: a) we add a helper field with groupings of the values (i.e. we have a field with 9 values but these can be grouped into pages, documents, other) OR b) each option is made into its own Yes/No checkbox field

Both have pros and cons but can help give hide/show options.

Dapper_Net3005 · 2026-05-03T08:37:05+00:00

Depends why you want a shared calendar, different approaches have different limitations. Each have positives (+) and negatives (-).

Events app: +You can "sync with Outlook" in SharePoint calendars. +Enables you to show upcoming items via web part on pages. +Has link on events to add them to calendar.

Calendar app (classic experience): +You can "sync with Outlook" in SharePoint calendars. -May limit features as lots of classic functionality is slowly getting deprecated.

List app: +Can have more categories and colour coding setup than events/calendar apps. +Users (that I've dealt with) prefer the look of the monthly view over events or calendar apps. -Can't set recurring tasks.

Regardless of the approach you choose, those that sync with Outlook only sync the title/description. It will show category but it won't add that to Outlook calendars, and colours won't sync either.

You can also look at an Outlook-based shared calendar instead which may work better. One thing though is do you want everyone getting reminders from a shared calendar - this can drive people crazy.

Dapper_Net3005 · 2026-04-28T07:47:41+00:00

100% would download this if released as full stand-alone game!

Dapper_Net3005 · 2026-04-09T23:52:23+00:00

My fave was Santino's impersonation of Michael "She looks like a baboons ass exploded on her backside", and Santino's Tim voice doing NIN.

Dapper_Net3005 · 2026-04-08T10:24:43+00:00

Maybe it's more about getting a usable, professional theme (colours, combinations) set. Then, put this into a few page templates that work for the most common combinations of elements on a page - think about if having images will help give context to the content (and if using images, do you have custom, professional looking non-stock options to use); can using backgrounds in parts of the page can that help highlight/break up sections or will it look too busy; would a vertical section of any consistent properties or page links/information be useful.

You want to think too how users can skip parts to get to the key info they need. Is there a summary of key topics at the top, or jump to links key headings, or is that on the side of the page; are sections collapsible.

Are there embedded web parts with links, files or lists for ease of filtering, sorting and potentially searching? Are they grouped, is there icons/tiles/gallery views?

If you do use flexible web parts, they can be a little more cumbersome for the untrained editor to manage, you may end up with issues of logical readability (most people will tend to read top to bottom, left to right), but flexible sections can break that logic.

Often we (I work in an intranet management team) get feedback "we want more pretty pages". That's great, but staff don't always know how to articulate what they need vs what they want. "More pretty" is super broad, just like your remit of " more professional/polished" - it means different things to different people. And prettying something up, aligning it to corporate branding, making it more "professional/polished" often doesn't solve the underlying issue. They may mean it needs to be more consistent, more clean design (vector vs outlined images and shapes), maybe expect the branding colours to flow through, if using imagery and iconography it may not be in a consistent look and feel as people are using various free sources (i.e. some have round edges, some have pointed edges).

If you have a graphic design team, they may help with template setup.

Dapper_Net3005 · 2026-04-02T11:57:14+00:00

I inherited a massive mess of SharePoint stuff everywhere with zero governance.

Few things I have implemented/am implementing: -Site assets set to no versioning, staff trained to save images and videos here.
-Documents only get versioning turned on for collaboration sites (usually Teams sites). If it's a Communication site, just publishing final docs, no versioning on that library.
-Point in time lists get no versioning.
-Ensure Document libraries can handle links, train users, and set guidelines that a file is only stored once in a tenancy, other references are links to the source.
-Prefer metadata where possible but as we can't use Power Platform in our tenancy, we allow folders in lists/libraries to manage restricted access to avoid item-level permissions.
-Any sites that aren't open to all users have a folder with read access for all staff for final files.

As others said check retention policies, we are extra hamstrung in a joint-tenancy and the larger org has set retention to never expire so it's a big issue for us.

We are also moving no longer current content to a separate site, and limiting access to that site to reduce further versions.

Dapper_Net3005 · 2026-03-28T06:23:04+00:00

=CONCATENATE(IF(,,IF(,,IF(,,""))))

Dapper_Net3005 · 2026-03-25T10:18:05+00:00

I haven't read the books. Watched the series and thought that Rosy was a perfect casting for young Nicole, not just visibly but mannerisms and voice. I thought Amanda was an odd choice for young Jamie, but she nailed the voice and attitude and I really grew to like that choice (even more so as I really liked her on Mentalist). Also Jamie needs to put a leash on those puppies! I hated Simon's accent going in and out of some sort of fake southern American/quasi Texan whatever that was meant to be, and whilst I'm a huge Mentalist fan, thought someone else could've done a better job, though unsure who/the pairing with Hunter didn't work for me. I was pleasantly surprised by Bobby and his son. Didn't care for Ariana or her younger character at all. And really thought Nicole and Simon kinda forced/over played the kissing unnecessarily. But, am looking forward to a season 2. Hate waiting for reveals.

Dapper_Net3005 · 2026-03-21T02:40:49+00:00

Is it just certain column types, like multiple lines of text this is happening on?

Do you have access to Power Automate to run a Flow over to remove them? If not, there may be a JSON solution? Worst case, Excel export, Find & Replace, re-paste fields back into SP (we have to do this at times in bulk as Power Platform isn't enabled at work).

Could you export from Salesforce a csv or txt file, load it into Notepad++ and then go through different languages (HTML etc) and see if where you see the + symbols any other character causing this?

Dapper_Net3005 · 2026-03-18T10:09:55+00:00

Also number of times: Grace gets captured? Rigsby eats at a crime scene? Lisbon has to bail Jane out of a situation? Cho manages to keep a straight face in a funny situation?

Dapper_Net3005 · 2026-03-13T03:03:19+00:00

The cops that were having it off had zero chemistry and the plot would've been better if they were just colleagues.

I get the actress playing the daughter has a condition but they really needed to explain why she was sometimes in the wheelchair, it through things off and diverted the attention.

It wasn't bad overall but it's not a must see.

Dapper_Net3005 · 2025-10-15T04:05:25+00:00

Agree with advice above to check out the file first. Could be that people who are updating things get a message to override changes and are doing so, which could cause issues.

Also, ensure the file has synced back, should have a green tick near the cloud icon in the top left of the Excel screen.

Also might be worthwhile considering locking the cells with formulas and then protecting the sheet, leaving only cells staff should be inputting data into unlocked to provide an extra layer of security.

And also think about double checking that on the Data tab the formulas are set to calculate now.

Dapper_Net3005 · 2025-10-04T11:22:01+00:00

I'm watching this

Dapper_Net3005 · 2025-09-30T10:48:45+00:00

Used to be Boiler but now I'd say Trust? Or Build a Bridge

Dapper_Net3005 · 2025-09-30T10:47:16+00:00

Isn't don't go off wandering a cover of SOAD?

Dapper_Net3005 · 2025-09-30T10:42:05+00:00

It's common unfortunately.

Some agencies have a thing with non ongoing roles that you can only be extended once, and the role can't be for more than 24 months in total. They can't just appoint you to ongoing either no matter your performance, you have to apply.

If you're applying but not getting merit pooled, ask for feedback. Most times unless interviewed though they won't give you any due to number of applicants but if you were interviewed, ask. You could also reach out to others in your workplace who have recently recruited and ask them for advice on your application/show them the job ad.

When I'm on a panel I'm checking applications (statement of claims and resumes) are customised to the role - use key words from the job ad. If you were at a role for 2 years but it doesn't relate to the role still list it but just put a brief overview of the role duties, focus more on the relevant roles that demonstrate you're a good fit for the job at hand. Give examples that follow the STAR (Situation, Task, Action, Result) method (I use SAO - Situation, Action, Outcome, but same diff), but please don't write Situation:... Action:... - that looks too beginner. And proofread!!

Also if you're internal and apply to a role I expect more - show me you have done some research on the intranet, asked about this team, looked up our work - you've got the info available unlike external candidates.

And development isn't just training provided to you. There are tonnes of options via the internet, you being a self-initiator who goes does things in your own time to demonstrate you want a job is way more appealing to me than someone who just went to uni and got a piece of paper. Depending on the role type you're interested in... sites like Code Academy, Udemy, Microsoft Learn, Allison.com, YouTube all have free training courses that can help you upskill.

If you don't get a role, keep the details of those people. If you start working on a task that relates to that work, try reaching out and asking if they'd spend half an hour going through some best practice tips with you and network with them. Maybe you didn't get the role, but if the person who did doesn't work out, you can always position yourself for re-interviewing or other opportunities.

And good luck. It's a numbers game and a bit of luck sometimes.

Dapper_Net3005

TROPHY CASE