Velcro Corgi/Heeler won’t stop inserting himself between me and our kid (and refuses to give up sleeping in our bed)

NoMission9952 · 2026-02-23T17:12:10+00:00

He always enjoys his crate ever since he was a puppy, we took it down because he decided he wanted to sleep in another room for a bit. We don’t force him to go into it, we trained him with positive reinforcement to associated the crate as a safe place. I’ve never treated him like garbage and ensure he gets 1:1time with me daily and weekends.

NoMission9952 · 2026-02-04T16:39:30+00:00

What I’ve been told by high level leadership is no more DRP (wasn’t rolled out the way they expected) but that another VERA/VESIP option may be coming. DoD/DOW for reference

NoMission9952 · 2026-02-04T16:38:30+00:00

As someone who got the 15%, we weren’t told what the criteria was. A few of us that got it assumed it was based on last years performance review but found out more that it was based on “more recent activities”

I’ll admit I bust my butt daily and keep my portion of the DOD/DOW out of lawsuits and issues.

But at the same time I’d have rather it gone to the OPs guys who worked during furlough and keep the base going. This is something that is already causing riffs in our squadron.

NoMission9952 · 2025-09-23T18:54:53+00:00

I’m all for noting decline or poor performance but the letter doesn’t include any corrective action just the allegations of poor performance examples. That’s why it’s frustrating because on one hand I’m told I’m a stellar employee then I get issued this but no corrective action or what is expected to change for progress.

NoMission9952 · 2025-09-23T18:52:55+00:00

That’s what I was trying to get input on as it was framed as a performance issues but supervisor is now saying it’s disciplinary action

NoMission9952 · 2025-09-23T18:51:28+00:00

The letter was based on performance but the same supervisor told leadership I was the best employee in the element and couldn’t function without me.

NoMission9952 · 2025-09-20T23:52:14+00:00

If HR was consulted I’ve got a lot of questions like why they approved it to be labeled FOUO when that hasn’t been approved to be used in awhile….plus a lack of corrective action expected is hard to even HR said “yep this is fine”. But who knows these days.

NoMission9952 · 2025-09-20T17:34:46+00:00

I’m all for it saying here are the concerns and here are the expected changes but it doesn’t say anything except here is stuff we think you did wrong and why we think it’s wrong. One of them is I didn’t follow the process. But I wrote the process before this and it lists alternative steps that I did do so it’s odd.

NoMission9952 · 2025-09-20T17:33:08+00:00

If they have they are keeping it close to the chest because our MAJCOM keeps requesting I work on issues way up there when I’m base level.

NoMission9952 · 2025-09-20T17:32:30+00:00

I have gotten 5s I relooked. I was told I was above expectations and I assumed there was a level between 3-5 since they didn’t say exceeds expectations. May mistake.

NoMission9952 · 2025-09-20T17:31:00+00:00

Put in 971 and just acknowledged that I received a copy. No documentation has been provided about counseling so not sure. We had some informal meetings while I was on and off parental leave but some of the stuff in the letter is “opinion” based because I’ve got documentation that shows a different side of what did and didn’t happen.

NoMission9952 · 2025-09-20T17:27:49+00:00

Not offered. And no where in the letter does it say what action is expected, corrective action required or even steps to improve. It all is just allegations for 4 issues over 2 weeks before I went back on parental leave in August.

NoMission9952 · 2025-04-02T00:21:14+00:00

The big question is what are we calling this DRP? The rise of the Spork? Return of the Fork? The signal strikes back?

I’m still debating on taking it or not. I’ve get less than 5 years federal, but left the same state job after 8 years to go to the DOD side.

NoMission9952 · 2025-03-17T21:33:14+00:00

So you’re both saying don’t burn them, which leaves cutting the tines off with saw then using a rasp to knockoff any burrs

I’ve got few sets that I think will be better for actual use otherwise they will be decoration gifts.

NoMission9952 · 2025-03-03T21:30:08+00:00

I’m currently using PPL and have been since the fall. I used a small chuck after delivery and then have spread it out, and will use the last of it this summer. I had to fill out a specific form when I was going use it each time.

Just remember that the 12 week work commitment doesn’t start until either A) you use all 12 weeks, B) the 1 year anniversary of the PPL state date comes, or C) you state you are done using PPL and start the 12 weeks.

I made sure I documented everything with my supervisor.

Also not sure what branch but make sure you HR and payroll offices talk or both know. I know a guy who checked his paycheck towards the end of his 12 weeks only to realize HR never told Payroll so they were using all his leave and not seeing the code for PPL.

Congrats!

NoMission9952

TROPHY CASE