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Reason # 19* Why HUD is the Worst Place to Work
in the Federal Government:
Fully Satisfactory Supervisors to Get Higher Percentage Awards than Outstanding Bargaining Unit Employees
*See below for other reasons.
|Bargaining Unit Employees||Supervisors & Managers|
The Union has learned that management proposes to give non-supervisory employees rated Outstanding under the EPPES system performance awards that are less than the awards received by Fully Satisfactory managers and supervisors rated under the Performance Accountability and Communication System (PACS) system.
The Union Supports the Core Value of "Fairness and Respect" -- Does HUD?
"We conduct our work and administer our programs with fairness."
AFGE Council 222 President Eddie Eitches has said, "The Union was not consulted as to amounts. Our Union supports parity as to percentages." The Union strives for parity in award percentages as a basic element of fairness.
Is it fair to reward a GS-13 supervisor with a fully successful rating $225 more than an outstanding bargaining unit employee at the same grade? Should two outstanding GS-13 employees receive performance awards that differ by as much as $674 just because one is a supervisor and the other is not?
Our long-awaited Christmas Luncheon 2013 photos are now available!
Not Teleworking Yet?
HUD says: "Join us for National Telework Week 2014 in an effort to encourage telework ready employees to pledge to telework during March 3-7, 2014." Does your supervisor support telework? If not, maybe you need to contact EAP Work/Life for more guidance.
HUD's Employee Satisfaction Rate Declines for Third Straight Year
See the full report of the 2013 Federal Employee Viewpoint Survey results.
You Said It: "HUD is the Worst Place to Work"
Employee Viewpoint Survey Shows HUD Tied for Last Place among Federal Agencies
Local 476 President Ashaki Robinson Johns Addresses Survey Findings
The evidence is in. HUD ranks (once again) as one of the worst places to work in the Federal Government. This is not news as most of us are aware of morale’s downward spiral across the Department in the past few years. As federal employees, we are assaulted on many fronts; conservatives don’t see the utility of federal service and liberals don’t think that we do enough to service our customers. Sadly, it seems as if we are also being attacked from within our agency by upper management that is constantly “transforming” the way that we do business. Continued.
Management Proposes LONGER Time-in-Grade Requirements than OPM Mandates
In a February 24, 2014, memo to the Union, Management proposed establishing an 18-month time-in-grade requirement for bargaining unit field and regional office attorneys to be eligible to advance to the next grade under a career ladder. Federal regulations generally require only 52 weeks.
The Union had agreed to an 18-month time-in-grade requirement for Headquarters and DC Field Office bargaining unit attorneys during negotiations in order to reach an agreement to establish a career ladder for those attorneys. This concession was necessary to obtain career ladders to give our attorneys the pay grade they deserve for the work they do.
No such agreement was negotiated for field and regional attorneys - and now HUD says "program division attorneys are currently receiving a windfall."
What kind of employer imposes more restrictions than legally necessary? Delays pay increases allowed by federal regulation for hardworking employees? And, in this economy, can assert with a straight face that a legal promotion is a "windfall"?
Read the Union's response to management, including management's initial correspondence to AFGE Council 222 of HUD Locals.
Council 222 Finalizes Agreement with Management
on Multifamily Reorganization;
Management Refuses to Bargain Local Issues
Council 222 filed Demands to Bargain in an effort to protect employees who work in offices affected by HUD's planned Multifamily Office Reorganization, which affects over 1,100 bargaining unit employees across the country. A team of negotiators has finalized a supplement that is currently being circulated for signatures. For more information, see the Council 222 Multifamily page.
Management has since refused to bargain local issues related to the Multifamily Reorganization, asserting that the national supplement covers essential everything except local space management issues. The Union, therefore, has referred the matter to arbitration. Read the letter of referral for more information.
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Fill out Form 1187 to join now! Get the benefits you want and need as a federal employee:
A voice in workplace changes
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Have you received a poor performance evaluation? Has your supervisor mentioned that a Performance Improvement Plan (PIP) is being considered as part of an evaluation of your individual work performance? Beware! In the Union's experience, the use of a PIP is often the beginning of the removal or demotion process. If you have been placed on a PIP, or have just received a poor performance evaluation, contact the Union immediately! Read more.