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 1 
 on: Today at 04:46 pm 
Started by JTripodo - Last post by slip sliding away
Any rational examiner knows that the 110% and 120% awards are for fools. 

I agree. I remember figuring out I made more with the OT, so I tried to decline promotions, but my SPE would come in my office and say
"congratulations on your promotion" and laugh.

I am just saying that before the program, if you are doing 105%, the group director may look more favorably on you if you are sitting on the fence. And the long-timers told me that doing a little over 100% helped in their retention, but I would not know.

As for the comment about never getting to primary, that is just plain nuts.

 2 
 on: Today at 02:55 pm 
Started by JTripodo - Last post by ex-aminer?
I actually got a scanned copy of the review notes from my director after passing full sig and was surprised how much the director tried to defend me against allegations of errors from the spes.
This probably goes to show that there may be some truth in the idea that people who do 105% production (or more) get an edge when it comes to things like promotion and retention. I know that if you continually do 95 percent, over time the group director will likely try to get rid of you, as I saw it happen to people for that reason. I also know someone who did lousy work, but did at least 110% every quarter, and that coconut head is still working there.

This is simply not true IMO.  Any rational examiner knows that the 110% and 120% awards are for fools.  As long as youíre above 95%you can max out your OT and make ~$160k.  If you do the simple math, you are barely being paid squat for all the counts it takes to go from 95% to 110% or 120%.

The only sane reason to go for those awards is if you already max OT at 95% and just have a lot of time or a knack to overachieve.  Maybe peoplemhave their eye on a higher position.

Even the executive schedule jobs like tech director barely pay more than a primary maxing OT at 95%.

After making primary, with no more promotions to work toward, I havenít gone over 95% in several years and no SPE has suggested otherwise.

 3 
 on: Today at 01:38 pm 
Started by JTripodo - Last post by openpatent
I actually got a scanned copy of the review notes from my director after passing full sig and was surprised how much the director tried to defend me against allegations of errors from the spes.
This probably goes to show that there may be some truth in the idea that people who do 105% production (or more) get an edge when it comes to things like promotion and retention. I know that if you continually do 95 percent, over time the group director will likely try to get rid of you, as I saw it happen to people for that reason. I also know someone who did lousy work, but did at least 110% every quarter, and that coconut head is still working there.

I donít think that was my case. Iím just very detailed and find good art. I had high productivity (110+) up to GS 12, then kept a few percentage above FS or whatever was needed for PSig or FSig

 4 
 on: Today at 01:27 pm 
Started by JTripodo - Last post by johnthatcher
I understand it is probably not common for them to rescind the offer, but I am just curious under what circumstances would they do it if they have to.  Something in the background check, <3.0 GPA in transcript....   

Thanks.

 5 
 on: Today at 01:14 pm 
Started by JTripodo - Last post by fewyearsin
SPE's really seem to be a great real world example of the Peter Principle.  The reasons they are made SPE have little to do with their ability to be a good SPE.  Having 130% production as an Examiner in NO WAY prepares you or demonstrates ability to mentor and lead effectively.  I think that the Office is doing better lately, but there are plenty of SPEs from 10 years ago when anyone with a pulse who applied could become SPE, and the only people applying were those who hated examining.  Hating examining is not a great qualification for becoming SPE.

 6 
 on: Today at 12:30 pm 
Started by JTripodo - Last post by slip sliding away
I actually got a scanned copy of the review notes from my director after passing full sig and was surprised how much the director tried to defend me against allegations of errors from the spes.
This probably goes to show that there may be some truth in the idea that people who do 105% production (or more) get an edge when it comes to things like promotion and retention. I know that if you continually do 95 percent, over time the group director will likely try to get rid of you, as I saw it happen to people for that reason. I also know someone who did lousy work, but did at least 110% every quarter, and that coconut head is still working there.

 7 
 on: Today at 12:15 pm 
Started by JTripodo - Last post by Toot Aps Esroh
...  I also had a friend with the opposite experience, his SPE took the side of the panel almost every time and my friend was stuck defending himself against the panel AND his SPE.  Needless to say, he didn't pass the first two times, finally got a new SPE, and suddenly passed with flying colors.  But to have to take the program 3 times, just because your SPE, frankly sucks and isn't doing his job.


Reading this thread's recent comments makes me think there's a significantly higher concentration of truly "horrible bosses" in the PTO than in industry.

Quis custodiet ipsos custodes?

Is no one reviewing their work?   In a well-run organization, bosses are managed and rated at least in part on how well they develop their direct reports.  The example fewyears gives above should have reflected as badly on the SPE (if not more) than the individual who failed to complete the program the first two times.

I've only had one truly horrible boss in a fairly long career.  I'm sure his annual 360į reviews reflected his asshattery, but he was a very powerful person in the organization and, having been there over 25 years had irreplaceable institutional knowledge, so he got away with it for a long time.  And despite his overall horribleness, one thing he was not bad at was people development.

 8 
 on: Today at 10:50 am 
Started by JTripodo - Last post by fewyearsin
Ex-aminer?

Re: the signatory program

Yeah, your SPE has a lot of control over how you do on the program.  I had SPEs that were really pulling for me to pass, and defended every potential error that the panel brought up.  I also had a friend with the opposite experience, his SPE took the side of the panel almost every time and my friend was stuck defending himself against the panel AND his SPE.  Needless to say, he didn't pass the first two times, finally got a new SPE, and suddenly passed with flying colors.  But to have to take the program 3 times, just because your SPE, frankly sucks and isn't doing his job.

 9 
 on: Today at 08:13 am 
Started by JTripodo - Last post by steelie
This agrees with hearing ďforever 12Ē from my SPE about a junior.  What a crappy onus to bear!
In AUs with low allowance rates, I think "forever 12s" are the smart ones.

You can have a very comfortable work life, make 100-120k/yr with a little OT, take limited responsibility, not be the "bad person" who never allows, and have much less direct confrontation.

The certification test use to be only available at gs-13 to hotel, or I might of stayed low.

 10 
 on: Today at 06:41 am 
Started by JTripodo - Last post by openpatent
Couldn't have said it better. Like you said, I think if a SPE knows you do good work, then they will figure our a way to pass you. Also, a group director can pass you regardless of how you do. I know one person who had high production, so even though he initially failed the program, the group director saw to it he ultimately passed the program anyhow. So I guess the moral is that if you are going to do poor work, do lots of it :)

I actually got a scanned copy of the review notes from my director after passing full sig and was surprised how much the director defended me against allegations of errors from the spes.

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