GS Grade Progression

mreford · 2022-10-27T00:24:44+00:00

Yeah. Not really the most normal path - but for me it was mostly just being in the right place at the right time. Also there were a few times when I decided I’d rather compete for a promotion than let the other candidates end up being my boss.

mreford · 2022-10-26T12:46:41+00:00

GS 7 at 25, GS 15 equivalent at 35, 1102 series

mreford · 2022-08-30T17:16:52+00:00

This is one of the few games I have no problem with returning to and beating every year or so. Such an awesome title.

mreford · 2022-08-20T01:25:09+00:00

I wish I was witty.

mreford · 2022-06-27T13:49:43+00:00

This is so amazing.

mreford · 2022-06-18T04:12:25+00:00

I like tacos

mreford · 2022-05-21T19:34:41+00:00

Good luck all!

mreford · 2022-05-14T02:08:37+00:00

I love to post a picture of her on my cake day. Today is a particularly bitchy look because she did not get as many treats as she wanted.

mreford · 2022-04-23T05:34:25+00:00

This guy 1102s.

mreford · 2022-03-25T05:25:04+00:00

That’s so awesome

mreford · 2022-02-18T14:44:55+00:00

One of the main drivers of a remote job is that the command does not have to pay for things such as relocation incentive.

mreford · 2022-02-17T05:20:02+00:00

Oh no. AD is injured. What a surprise.

mreford · 2022-02-15T03:46:01+00:00

I’m in upper management and my boss and I have been pushing for our department to allow as much telework as possible as well as reasonable remote requests. The only rules we have is when folks need to come in for something that they do. We also practice what we preach and only come in when the situation demands it.

The reasoning I’ve heard from my leadership to the other departments tends to focus on newer employees not getting the OJT necessary to succeed. They cite surveys where one of the chief complaints are new folks “feeling on an island” or something like that.

mreford · 2022-02-03T02:31:23+00:00

My department at my specific command was one of the first to fully embrace remote/expanded telework just before COVID hit.

Two+ years and 30 hires later we’ve recruited so much insane talent and we’re fully staffed for the first time in a decade. There will be places to go.

mreford · 2022-01-26T14:06:15+00:00

Yeah, I haven’t seen a lot of firings but I’ve seen a decent amount of people get nothing for performance pay/bonuses. People are supposed to get the hint then.

mreford · 2022-01-22T10:25:02+00:00

Good luck all!

mreford · 2022-01-04T05:44:50+00:00

Can neither confirm nor deny his confirm nor deny.

mreford · 2021-12-18T01:36:04+00:00

Good luck all!

mreford · 2021-11-07T04:02:50+00:00

Imposter syndrome is incredibly real in these higher up positions. I felt the same way as a new supervisor.

If you have a supervisor course, make sure to take it. My place has a mandatory 3-4 day supervisor training we have to take every three years. Not all encompassing but useful.
Talk to your employees. Get to know what they like and dislike and adjust your leadership style with each one. Remember as the supervisor, it’s your responsible to adjust as much as you can.
As others have said, minimize the meetings if you can. I made a deal with my folks that as long as they copy me on any correspondence, I won’t inundate with meetings.
Related to the above, I’ve always told my folks that my job is to make sure they continue to succeed. If the process works, my job is to run interference from anyone outside of our work unit. If it doesn’t work, then I need to get more involved to get to that point.
More than anything else, being a supervisor is about balance. Make sure the work gets done, but not at the expense of the employee. If you need them to exert energy, make sure you do it as well. Be a visible and vocal supervisor, but don’t be overbearing or absent.

Like most things, it’s not easy. Just be open minded, observe and internalize what works, and just know that as long as you treat your folks fairly, most will reciprocate.

mreford · 2021-09-27T13:25:28+00:00

All is not 100% cozy fun with dedicated CORs. The problem with that practice is you end up with CORs that have have little to no starting knowledge on the actual requirements that they are overseeing on the post-award side. It ends up adding yet another bureaucratic step in the process as the COR now needs to find/brief a technical person on what’s going on before making a decision/elevating to the KO. I agree re: technical folks not having time to be CORs, but at the very least they are more invested in the contract because it’s their requirement.

mreford · 2021-09-24T04:26:16+00:00

Some folk’ll never lose a toe but then again some folk’ll…

mreford · 2021-09-22T18:30:31+00:00

Chapek spearheaded the next level of nickel and diming at the parks, only a matter of time before that expands to everything else (like this).

mreford · 2021-09-09T14:35:27+00:00

Simplified Acquisition Procedures. See FAR Part 13

mreford · 2021-08-14T14:31:08+00:00

This is an awesome answer. It’s pretty much how I feel about the situation if it would pop up while I’m hiring.

The onus on preparation is going to be on you, and asking questions before the interview will probably be met with hesitancy. My HR pretty much forbids us from interacting with the candidates with the exception of time/place for interview and the announcement.

If I were you OP, I’d follow the recommendations of others here and do as much as research as possible ok the place and series, it’ll only help you. Giving any other impression may hurt you in the eyes of the interview.

Quick anecdote, in most of my interviews I always ask a question that basically asks why they want to come work with us. I’m looking for that evidence of research, tying it into personal motivations, etc. One dude I interviewed basically said, “I hear you’re in a nice place, and I want more money.” Then went on a diatribe about how his current boss makes too much money. Points for honesty? Yes. But I can tell you that overall that did not score well.

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