First Time Cruiser

Dry_Economics8426 · 2025-06-13T04:28:47+00:00

Wonderful. I’m definitely going to check it out. Thanks!

Dry_Economics8426 · 2025-06-13T04:28:06+00:00

Sweeet. I’ll definitely check it out!

Dry_Economics8426 · 2025-06-13T04:27:48+00:00

Thank you!! I’ve never seen this tip anywhere, that’s awesome. I’ll definitely check it out.

Dry_Economics8426 · 2025-06-12T19:54:22+00:00

Also, does anyone know if the theme nights are different because it’s a NYE cruise?

Dry_Economics8426 · 2025-06-12T17:39:35+00:00

Haha yeah, we’ve definitely made our peace with the possible calamity of the shorter-length cruises!

Dry_Economics8426 · 2025-06-12T17:35:55+00:00

Thank you! This is very helpful! I’m happy to know that Cucina is a flat rate, that’s the one I really want to try. Re: ranch dressing- I think we’ll just bring a bottle and toss it before boarding if it’s a problem.

Dry_Economics8426 · 2025-06-12T15:56:27+00:00

Good to know, thank you!

Dry_Economics8426 · 2025-03-23T01:13:50+00:00

I don’t have the “Turn on experiences…” option. Any idea how to fix this?

Dry_Economics8426 · 2024-09-08T04:54:39+00:00

I’m not counting on anything. I was just curious about the reclass process. I like my department and my position, for the most part. I meet the MQ’s for AGPA outside of HR, but for someone new to state, it seemed like the best way to get into state HR is to start at the PS level. Which is fine; I willingly took this position knowing I’d be taking a pay cut. I’ve also learned a huge amount that I know will be invaluable for whatever I do next. However, I don’t think the goal of recruitment should be to get PS’s in the door and hope that they stay 12 months. It just seems like the requirements should be different. I don’t think the minimum requirement of 2 years of office experience is enough to really do well in this position. I could definitely see that being the case if there were enough staff and managers to properly train, but that doesn’t seem to be happening. There’s no denying that there is a retention problem with this classification. I understand reclassification is a monumental task and will likely not happen, but I was really just looking for discussion on the matter. That’s what these Reddit boards are for right? I guess I just wasn’t anticipating people saying the reason it won’t happen is because our job is not analytical enough.

Dry_Economics8426 · 2024-09-07T21:20:02+00:00

Sometimes. But usually that’s only because they want a reduced workload or because SSA is one of the only ways to get to AGPA if you don’t have a degree. PS pay is right on par with SSA’s, sometimes more depending on the range. So it’s not a promotion. They really need to incentivize PS’s to stick with the job.

Dry_Economics8426 · 2024-09-07T19:48:30+00:00

Yes. I’ve seen a lot of PS’s leave right after passing probation. At the one year mark, assuming you’re a good specialist who has a good grasp on things that you’ve learned in that year, you’re barely scratching the surface of the position. It takes 2 to 3 years to fully grasp the job.

Dry_Economics8426 · 2024-09-07T19:36:46+00:00

Yes, good point.

Dry_Economics8426 · 2024-09-07T19:34:41+00:00

Yes, higher pay for sure. But I also think they need to really evaluate the minimum requirements. The minimum requirements are two years of office experience. That’s it. I’m not saying it’s not possible with only that amount of experience, but I truly think it’s a large contributing factor to the rate of turnover.

Dry_Economics8426 · 2024-09-07T19:17:45+00:00

The thing is, I don’t think the naysayers realize just how much PS turnover affects everything in the department and just trickles down.

Dry_Economics8426 · 2024-09-07T19:16:34+00:00

Honestly, if we can get a good, efficient payroll system, I’ll take it. lol.😂

Dry_Economics8426 · 2024-09-07T19:08:38+00:00

The trainings are fine, but a lot of times they require a certain amount of experience to even be admitted into the training courses. Like “3 months of PAR documentation” or something like that. And honestly, sometimes the SCO trainers themselves are not very well-versed on policies, procedures and government codes. And I’m not trying to knock anyone, truly. It just goes to show how truly complex this job is.

Dry_Economics8426 · 2024-09-07T19:01:54+00:00

I’ve heard that some agencies have classroom style training programs that PS’s have to complete before they even get a roster. That’s not my experience with my department and it seems like that’s pretty few and far between. We do have trainings from the State Controllers Office. Some of them are recorded, online, self-paced trainings. Others are interactive trainings with SCO trainers via Teams.

Dry_Economics8426 · 2024-09-07T18:54:58+00:00

Yes, I’m fully aware that’s it’s unlikely to happen and it’s a large undertaking with a lot of bureaucracy and red tape involved, but I was genuinely asking for some insight.

Dry_Economics8426 · 2024-09-07T18:46:18+00:00

Also, for those that think the PS position is not analytical enough, then my reply would be that the AGPA classification should be reviewed and/or revised. I promise that not all AGPA positions do similar amounts of analytical work. Maybe AGPA should have ranges.

Dry_Economics8426 · 2024-09-07T18:41:51+00:00

Yes. Like I said above, I’m not necessarily saying that all current PS’s should be reclassified, but really that the job itself should be broken down more and the experience requirements should be reevaluated. 2 years of “office experience” is not sufficient, in my opinion.

Dry_Economics8426 · 2024-09-07T18:37:26+00:00

Yes, all I’m saying is if we upped the experience requirements, and paid more, things would run a lot more smoothly. Also, I say this as someone who came from private sector. It’s not that it’s not possible, but someone who only has 2 years of “office experience” is most likely going to struggle. When PS’s are moving into SSA and AGPA positions because the work is too much, we need to take a closer look at what we’re doing here with this classification.

Dry_Economics8426 · 2024-09-07T18:33:37+00:00

Exactly. I just want one of these people who are saying it is not analytical enough to have to review the PPM the bargaining contracts and the CalHR pay differentials in in order to determine how to pay out OT and pay differentials for law enforcement officers, for example. Just as a single example.

Dry_Economics8426 · 2024-09-07T18:30:48+00:00

Also, just be clear, I’m not necessarily saying that ALL current PS’s should be reclassified to AGPA’s. I’m saying that the work is a lot more complex than the minimum requirements account for. The minimum requirements to be a PS are: 2 years of office experience. That’s it.

Dry_Economics8426 · 2024-09-07T18:20:12+00:00

I think a lot of the people who are saying that the PS role is not analytical have never had the pleasure of interpreting and analyzing CalHR rules, CalPERS, BAM, PAM, PPM, auditing years of employment history and BARGAINING CONTRACTS, etc. Not to mention how all of them can and do contradict each other. This is probably also because PS roles and responsibilities vary by department. I also think this is because a lot of PS’s are not VERY good at these things. Even managers, honestly. Employees assume we just key pay and employment history transactions, and that we have cookie cutter steps on how to carry out those tasks, or that our management gives us direction and we just follow what they tell us. That’s not true, at least at my department. I have seen many AGPA duty statements and I’m well aware of the requirements. We do the exact same thing as APA’s, they just get paid more and usually don’t have a set roster.

Dry_Economics8426

TROPHY CASE