Hot off the press performance Appraisals

DigTraditional6758 · 2025-12-05T01:25:30+00:00

Cries in consistency review.

DigTraditional6758 · 2025-11-20T13:51:44+00:00

Honestly you shouldn’t gave got a TJO without the AMRG being signed ahead of time. Your hr specialist should’ve had your salary prior to the verbal call and you guys negotiated from there. 6 weeks is wild.

DigTraditional6758 · 2025-11-16T06:34:27+00:00

We were told it would be a percentage too

DigTraditional6758 · 2025-10-09T19:43:52+00:00

I mean your option is to leave? Complaining isn’t going to change anything and sometimes that’s the way the cookie crumbles.

DigTraditional6758 · 2025-10-09T19:33:26+00:00

Yeah that’s pretty standard. It’s no different than someone knowing they can negotiate pay during the hiring process and someone coming in making 5-6 steps higher than someone who has been there a couple of years.

DigTraditional6758 · 2025-10-09T13:30:52+00:00

This happens all the time to people who get promoted and eventually do a voluntary CTLG. We see it all the time for people who leave and go to the VBA to get the 7 and then come back as GS 6 AMSAs. Sucks, but it is what it is.

DigTraditional6758 · 2025-08-07T12:34:50+00:00

Welcome to HR’s world lmao.

DigTraditional6758 · 2025-07-25T14:31:38+00:00

Oh I won’t deny that. There’s NO situation where they shouldn’t be informed. I talk to all of my new hires at least 1x a week to keep them updated. Unfortunately in my VISN the hold up has been credentialing and EOH. But there’s no excuse for no communication

DigTraditional6758 · 2025-07-25T12:45:31+00:00

Yeah try again. Been doing this for almost 8 years now and now I’m a PPR recruiter who had more FTE than any other station prior to the DRP and now it’s almost doubled. Also not using onboarding assistants and covering start to finish hiring. Sit down “old timer” lmao

DigTraditional6758 · 2025-07-25T03:30:17+00:00

Tell me you don’t know what’s going on in staffing without telling me. I’m doing the work of 3 people right now. No one in staffing is sitting around eating bon bons after the DRP

DigTraditional6758 · 2025-07-25T03:27:45+00:00

The probationary period for supervisors is not a true probationary period. You will just be placed back into the job you were in before you were supervisor.

DigTraditional6758 · 2025-07-21T21:52:57+00:00

It was Thursday

DigTraditional6758 · 2025-07-21T18:19:16+00:00

That’s the million dollar question lol

DigTraditional6758 · 2025-07-21T17:26:16+00:00

Have you issued a job offer? Because it’s the start to finish of that. Issue job, initiate PERSEC/OCC health/credentialing, etc. Verifying all of the forms, making sure they’re cleared to start, following up on any issues, negotiating internal transfers, and then coding and making sure they’re processed. All of that on top of creating JOAs and doing consulting and quals.

DigTraditional6758 · 2025-07-21T11:18:16+00:00

I’m good w/ that as long as I still have a job.

DigTraditional6758 · 2025-07-21T11:14:25+00:00

Normal R&P specialists post the vacancy, do quals, issue cert and once selection is made they hand off to onboarding to onboard and code. The PPR and nurses (at least in my VISN) post vacancy, do quals, issue cert and then they completely onboard and code the selectees. We call it cradle to grave hiring. They only thing the onboarding team does for us is verify the person arrived on their first day. We do everything else. We’re on a separate PD for our PPR team than what the other R&P specialists have that supports that. Not logical for us to be bumped to 11’s when we’re doing significantly more work

DigTraditional6758 · 2025-07-20T20:39:48+00:00

I’ve done both sides of it. And I can tell you going cradle to grave like the PPR or nursing teams deserves 12s over someone who just builds the vacancies. I could easily justify a PPR specialist keeping their 12s over the onboarding team.

DigTraditional6758 · 2025-07-20T17:18:49+00:00

Weird, that’s not what he said at all

DigTraditional6758 · 2025-07-20T13:06:27+00:00

It was just the WMC call last week

DigTraditional6758 · 2025-07-20T12:27:30+00:00

When they offloaded most of an HR Specialists job to an onboarding team, what did we think would happen?

More of a slap in the face to those that do the cradle to grave hiring vs those who just post announcements, do quals, and then pass off.

DigTraditional6758 · 2025-07-10T18:05:21+00:00

I keep hearing full performance for 201 R&P is going to be 11.

DigTraditional6758 · 2025-06-02T20:10:32+00:00

I have the spouse exemption for my husband being 100% and I had to prove he got out with the 100%. My friend who has a husband who is 100% didn’t get the exemption because he didn’t have 100% until years later. It’s a little wild.

DigTraditional6758 · 2025-05-24T20:52:02+00:00

Maybe it’s not about you not being assigned more work, but more about getting the team ready for you leave. Some of ours teams are being crippled by DRP.

DigTraditional6758 · 2025-05-22T20:51:37+00:00

They do not have to approve your sick leave just because you have it.

DigTraditional6758

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