The advice I have been given from our HR folks is document, document, document. Having conversations with this person and taking notes afterwards isn't enough. I had to follow up each meeting with an email to the person about what we discussed, timelines, etc. Then I would have to send another email when that person missed the agreed upon deadline or did something else wrong. Even if it goes nowhere, having the email documentation will be important.
… (I showed him our training database on day 4 as "This is the database. Just want you to see what it looks like. Next time I schedule classes, I'll show you what we do". On day 5, completely unknown to me, he went in and changed some class descriptions, added a bunch of HTML that I had specifically said to NEVER do, and added the HTML incorrectly and messed up the database.) …
Honestly in my former higher Ed tech-related role we would have fired for for this, alone. I’m vicariously indignant.
… (I showed him our training database on day 4 as "This is the database. Just want you to see what it looks like. Next time I schedule classes, I'll show you what we do". On day 5, completely unknown to me, he went in and changed some class descriptions, added a bunch of HTML that I had specifically said to NEVER do, and added the HTML incorrectly and messed up the database.) …
Honestly in my former higher Ed tech-related role we would have fired for for this, alone. I’m vicariously indignant.
Lol. Thank you! Yes - if it weren't for this, I think a lot of my other issues would be stuff that I would just have to figure out how to handle and roll with. But, yeah, this just had my jaw on the floor.
Yes all school districts I've worked for have a 90 day probationary period. When I myself was in my probationary period back in 2012 another new hire was let go. We were paras for Inclusive Preschool (special needs 3-5 year olds). She was nodding off/falling asleep while caring for the kids. It was a safety issue.
… (I showed him our training database on day 4 as "This is the database. Just want you to see what it looks like. Next time I schedule classes, I'll show you what we do". On day 5, completely unknown to me, he went in and changed some class descriptions, added a bunch of HTML that I had specifically said to NEVER do, and added the HTML incorrectly and messed up the database.) …
Honestly in my former higher Ed tech-related role we would have fired for for this, alone. I’m vicariously indignant.
I'm also in higher ed and if someone went in untrained and unasked and broke my database with shitty HTML I would set them aflame.
Post by definitelyO on Nov 30, 2022 17:12:27 GMT -5
no - but we are in an at-will state. So if it isn't working out they're let go. I've seen people let go in the first 2 weeks.... why prolong everyone's agony if it isn't right and don't think it's coachable.
no - but we are in an at-will state. So if it isn't working out they're let go. I've seen people let go in the first 2 weeks.... why prolong everyone's agony if it isn't right and don't think it's coachable.
Ok douche, go ahead and call it mud. My husband DID have halitosis. We addressed it after I talked to you girls on here and guess what? Years later, no problem. Mofongo, you're a cunt. Eat shit. ~anonnamus
no - but we are in an at-will state. So if it isn't working out they're let go. I've seen people let go in the first 2 weeks.... why prolong everyone's agony if it isn't right and don't think it's coachable.
A dude not hearing a woman when she gives explicit instructions...what a rarity.
I would get a sit down meeting with HR and have them walk you through all the documentation steps. I would also talk to your own manager so they are aware.
no - but we are in an at-will state. So if it isn't working out they're let go. I've seen people let go in the first 2 weeks.... why prolong everyone's agony if it isn't right and don't think it's coachable.
So are we, but it’s never been just that easy.
10,000 PIP's are written in order to let someone go, especially in an at will state. No one wants to be subject a lawsuit, so documentation is key.
Post by simpsongal on Nov 30, 2022 19:22:26 GMT -5
Feds have a 2 year one, and I let someone go in that time. I documented so many issues, just red flag after red flag. So glad that person is gone.
Eta- I really tried to work with this person. Another manager once told me not to be frustrated at what a report is doing wrong but think about what you can do, teach, say to help them understand and get on track.
So in your case I would have another conversation about that system and not casually changing things and document that the conversation took place.
I had to let a fresh hire from school go before the 90 days this summer. I felt bad but he was in no way meeting the job requirements. To some extent we failed him, we had a sudden death in his department and the small department went to shambles (two senior supervisors/technicians out on extended leave as well). My group reached out to him to see if he needed work and he rhymed off a bunch of stuff he needed to do. Three weeks later we discovered that he hadn’t done any of that work and that he’d been doing nothing while fake WFH. This all happened over the peak summer vacation period, so we had poor supervision, but he was aware that there were groups who needed support and who to talk with.
Prior to this there had been some documented issues with the quality of his work. We decided all in all to cut our losses. We had to make the decision quickly since the three week work from home stunt was discovered 3 days before his probationary period was over.
HR lady chiming in to say you've gotten some great advice.
your next steps will vary by company, so be sure to have those conversations with HR ASAP. at my workplace, you have to have a "line in the sand" conversation, then a PIP and then documented conversations about the PIP and then a clear lack of meeting expectations for the PIP. it may or may not be easier in a probationary period (we do not have this at my company for exempt-level employees).
I had to let a fresh hire from school go before the 90 days this summer. I felt bad but he was in no way meeting the job requirements. To some extent we failed him, we had a sudden death in his department and the small department went to shambles (two senior supervisors/technicians out on extended leave as well). My group reached out to him to see if he needed work and he rhymed off a bunch of stuff he needed to do. Three weeks later we discovered that he hadn’t done any of that work and that he’d been doing nothing while fake WFH. This all happened over the peak summer vacation period, so we had poor supervision, but he was aware that there were groups who needed support and who to talk with.
Prior to this there had been some documented issues with the quality of his work. We decided all in all to cut our losses. We had to make the decision quickly since the three week work from home stunt was discovered 3 days before his probationary period was over.
You didn't fail him. If someone is doing this, on top of already having documented issues, he's not a good worker!! He dug his own grave on this one. Don't feel bad at all.
Post by sparkythelawyer on Dec 1, 2022 10:28:45 GMT -5
Unless you are getting something additional or special once you have completed this "probationary period," your probationary period ain't a thing. Fire them or don't.