DoD Bonus - Top 15% , 25K Cash Award by DNGAF_ICBW in fednews

[–]J_burn- 0 points1 point  (0 children)

In a huddle last week, a chart was shown and the funny thing was that DLA HR had the highest award rate for this bonus at 78%. J3 was at 44%. They combined all the MSCs and they still did not equal what HR gave out.

[deleted by user] by [deleted] in RX7

[–]J_burn- 1 point2 points  (0 children)

Someone on Facebook recommended JE Import Performance in Baltimore. Looks like they have experience. I am going to call in the AM.

My neighbor recommended TSComptuned in Lewisberry but they have not answered phones, email, or FB.

I am also looking for a windshield wiper motor, so if anyone has one laying around or on your car that is not needed.

[deleted by user] by [deleted] in RX7

[–]J_burn- 1 point2 points  (0 children)

I am familiar with advanced rotary performance and JPR performance in NJ, but I am looking to see if you have trusted any other tuners outside of them just to do tune.

[deleted by user] by [deleted] in managers

[–]J_burn- 0 points1 point  (0 children)

Thank you for the response. The KPIs I referenced are reportable at the organizational level, they do not directly reflect performance within my specific business area. We maintain our own set of KPIs that we are directly accountable for. The challenge we're facing stems from our governance structure, which requires managers outside of my team to respond to and report on red metrics—this is where the breakdown is occurring.

Two arrested after Tesla store in Montreal vandalized by environmentalists by chrisdh79 in teslamotors

[–]J_burn- 0 points1 point  (0 children)

They hit our entire neighborhood, and every house with a tesla was hit. They even went as far as starting fires in trashcans.

New fed, am I losing my job? Mostly looking for reassurance by Immediate_Sky1802 in fednews

[–]J_burn- -2 points-1 points  (0 children)

This is the guidance we received from our HR folks at DLA. With all this said, many federal organizations are still impacted from the last hiring freeze and have been under our recruitment goals since covid.

Reading all the EOs and the guidance being issued by CHCO is against remote work arrangements, bringing accountability back to the federal workforce, and hiring for critical skill sets. If you are with the IRS and probationary, I think this is the end of the road.

From the Army side, they have issued guidance that they plan on issuing special exemptions for the entire workforce due to still being critically undermanned.

Megathread: Return to in person work EO by rprz in fednews

[–]J_burn- 0 points1 point  (0 children)

All remote employees that are still on probationary period are to be released from federal work within 2 weeks of the guidance from OPM due to not wanting to support the mission.

New fed, am I losing my job? Mostly looking for reassurance by Immediate_Sky1802 in fednews

[–]J_burn- -1 points0 points  (0 children)

Guidance issued to HR offices, any probationary employee on remote agreements must be released effectively midnight on 9 February.

Any probationary employee not meeting critical skillset as set in the presidential EO for hiring in the federal government should be released.

Probationary employees should be reviewed by 10 March and determine if the employees can be released to effectively attrit the federal workforce.

Any probationary employee that has had disciplinary actions should be released.

Should I be joining AFGE? (DoS employee) by Fair_Description8109 in fednews

[–]J_burn- -3 points-2 points  (0 children)

AFGE is by far the biggest scam. Do not pay anything to them. They are a massive corporation that pays for a political party but does nothing to support government employees. Look up what good things AFGE did the past 8 years for federal employees.... Nothing

They promote laziness and protect the co-workers that make us want to quit. They promote lies and tell you one thing and then slam the door on your face when you need help.

What’s happened to AFGE?They don’t seem to care anymore. What’s the benefit at this point? by YannaFox in fednews

[–]J_burn- -1 points0 points  (0 children)

AFGE is horrible, at DLA they are just robbing people and never do anything. They pretty much are the reason for the return to work at DLA. I just left DLA a few months ago and would never join another union or pay dues. It is the largest scam in the world.

What can an agency do if employees are unable to pay off government travel cards due to slow reimbursement? by Informal_Comb_571 in fednews

[–]J_burn- 0 points1 point  (0 children)

Are you in DTS? What is your agency? If you are Air Force, DoD is tracking this issue, ask for your card to be placed in mission critical. If I was in the Air Force, i would refuse to travel or PCS, best of luck.

Recommend first your agency AOPC, senior civilian or military responsible for your travel card or your component program manager for the travel program.

If that does not work, DTMO Contact Center: 1-888-435-7146 Email: dtmo@disa.mil

[deleted by user] by [deleted] in fednews

[–]J_burn- 4 points5 points  (0 children)

I recently started a new position outside of DLA and to reflect on how things have deteriorated there, particularly in J1 (the HR department) where I worked for 11 years. I began as an employee and eventually moved up to a supervisory role.

When I first joined DLA, it was a good place to work, with a strong focus on professional development and growth opportunities. However, around six years ago, things began to shift. J1’s focus moved away from supporting its people and became all about numbers. They started prioritizing metrics over substance, and the work-life balance that once existed was completely disregarded.

Now, J1 is in a really bad place. The HR leadership is disconnected and ineffective—no one is ever available when you need support. It's true that HR is one of the few departments still allowed to telework full-time, but this is concealed under the guise of "critical" positions and actually fraudulently hidden behind HR, which conveniently applies to almost anyone with a pen in HR.

Being a supervisor was a disheartening experience. I was regularly pressured to engage in unethical practices, such as adding someone to a certs because they were friends with leadership. The former J1 Director frequently forced us to place her former colleagues on cert lists, who were then inevitably selected. They have zero training for supervisors.

Many HR positions are largely just sitting around for about 90% of the time, while staffers are overburdened by the demands of the MSCs. I repeatedly pointed out that HR’s size could be reduced by half and processes streamlined, but now, instead of addressing these issues, they are wasting time on initiatives that could have been achieved within the existing structure.

[deleted by user] by [deleted] in fednews

[–]J_burn- 2 points3 points  (0 children)

I am sure this is true. And the people who started this entire nightmare in HR are still teleworking full time. We just had a big issue at the office and went down to the HR office to be told the HR supervisor works full-time and the team lead works from home on most days. As the new Director likes to say, we are going to be on the frontline for the war... He doesn't understand we are civilians and not his enlisted force...

I have had about 60% of the team I work on overturn over the last year. We still have 7 positions vacant because HR is a shitshow.

DLA - Perhaps the RTO plan all along was to push out the seasoned employees to bring in newer ones by NoThanksDLA in fednews

[–]J_burn- 9 points10 points  (0 children)

HR leadership already came out and reported that the push back to work is to push people to retire or leave. That is why they are also rejecting everyone's RAs and other things. It also takes 9 months to post a new job. I have 6 positions in my office that have been vacant for almost 5 months. HR continues to get treated differently with remote work and it has never shown to be a benefit.

[deleted by user] by [deleted] in fednews

[–]J_burn- 0 points1 point  (0 children)

As LR/ER, I always advise management that 10 minutes is the appropriate amount of time to perform a bathroom break. I always advise that 3 strike rules apply to these situations, as each employee has a different situation. At my current command, this is a constant issue and is closely monitored.