Acting Supervisor

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   I am a GS 12, Series 201, Human Resource Specialist at US Immigration & Customs Enforcement, under the Department of Homeland Security.   I have been ordered to be an Acting Supervisor (GS 13) for weeks at a time.  I have requested, but not received, supervisor training.  I was told that acting supervisor duties fall under “other duties as assigned” in the 201 position description and that I could not decline to perform these duties.

Do Acting Supervisor duties fall under “other duties as assigned” when these duties are management duties? 
May a GS 12 decline Acting Supervisor duties? 

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scarlettoh Members Profile Send Private Message Find Members Posts Add to Buddy List Newbie Joined: 09 Sep 2007 Posts: 2	Post Options Post Reply Quote scarlettoh Report Post Quote Reply Topic: Acting Supervisor Posted: 04 Dec 2009 at 7:49am
	I am a GS 12, Series 201, Human Resource Specialist at US Immigration & Customs Enforcement, under the Department of Homeland Security. I have been ordered to be an Acting Supervisor (GS 13) for weeks at a time. I have requested, but not received, supervisor training. I was told that acting supervisor duties fall under “other duties as assigned” in the 201 position description and that I could not decline to perform these duties. Do Acting Supervisor duties fall under “other duties as assigned” when these duties are management duties? May a GS 12 decline Acting Supervisor duties?

Knight Members Profile Send Private Message Find Members Posts Add to Buddy List Senior Member Joined: 02 Jan 2009 Posts: 1525	Post Options Post Reply Quote Knight Report Post Quote Reply Posted: 04 Dec 2009 at 6:34pm
	Two thoughts: 1) are they detailing you to GS-13 and paying you? That to me is more important :) 2) Training does not always happen. I've been a full time supervisor for 18 months now and they said, "Oh you were a Sergeant before, great, you know how to be a supervisor."
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bmj2 Members Profile Send Private Message Find Members Posts Add to Buddy List Senior Member Joined: 21 Dec 2008 Posts: 381	Post Options Post Reply Quote bmj2 Report Post Quote Reply Posted: 04 Dec 2009 at 7:37pm
	What Knight said. Be sure you get formally detailed if you're doing it for weeks at a time. That way you can get credit for the skills when you come up for promotion/apply for a new position.

Knight Members Profile Send Private Message Find Members Posts Add to Buddy List Senior Member Joined: 02 Jan 2009 Posts: 1525	Post Options Post Reply Quote Knight Report Post Quote Reply Posted: 04 Dec 2009 at 7:49pm
	exactly, they may be grooming your for that 13, even if they don't know it :)
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DRRBC Members Profile Send Private Message Find Members Posts Add to Buddy List Groupie Joined: 14 Mar 2010 Location: SE Posts: 61	Post Options Post Reply Quote DRRBC Report Post Quote Reply Posted: 15 Mar 2010 at 6:18am
	It also depends on how long you perform the job at a GS13, which can lead to a permanent GS13 under reclassification.

tmj4477 Members Profile Send Private Message Find Members Posts Add to Buddy List Advisor Joined: 05 Aug 2008 Posts: 148	Post Options Post Reply Quote tmj4477 Report Post Quote Reply Posted: 29 Mar 2010 at 1:41pm
	Usually there is no supervisor training but you can go to http://graduateschool.edu./index.php?option=com_content&task=view&id=188&Itemid=200 and they have some leadership courses there. Hopefully you will be able to get your department to pay for them. Also I concur with Knight ensure they are properly detailing you to a 13 position and paying you for it. Why whats the big deal you may ask? Well it should be easier for you to go into a 13 position and if you are detailed to that position for at least a year you are eligble to apply for 14 positions.

Snork Members Profile Send Private Message Find Members Posts Add to Buddy List Senior Member Joined: 16 Apr 2010 Location: Washington, DC Posts: 216	Post Options Post Reply Quote Snork Report Post Quote Reply Posted: 10 May 2010 at 6:11am
	As stated, if you're doing weeks at a time detail, make sure it's formal move. Take advantage of the opportunity, especially if you're looking forward to moving to a 13 slot. Be proactive in your search for training courses. Look around DHS and see if there are any internal courses you can take. If not, submit an IDP for outside courses. This time of the year, agencies are looking to get rid of extra cash, so I always request training during the summer months.

Curious-er Members Profile Send Private Message Find Members Posts Add to Buddy List Newbie Joined: 05 Jul 2010 Location: South Korea Posts: 1	Post Options Post Reply Quote Curious-er Report Post Quote Reply Posted: 05 Jul 2010 at 11:49pm
	I have questions with a scenario concerning supervision and disciplinary actions. Hope somebody can offer some thoughts on this post string. New to a job where I have direct professional and managerial duties, including direct supervision of about 10 people. First time for supervision. First time I ever faced a situation where another employee did something wrong and I tried to take action without rancor or going up the food chain to notify. Now I have received a letter of admonishment for being insubordinate to my supervisor for requesting reset of a password to a database where I already had an account. My employees work in this database all day, every day, but I am told that I will NEVER have access to that database. Too late, I had free and open access to the database in my former position, same series, same grade, different DOD entity. My position description and my SF-50 says I am non supervisor. I have never received any supervisory training from government employment over my 20+ years. Here's the big follow on to my "employee" who did soemthing wrong where I tried to fix it and got my backside in their sites. The employee did the did something else that set the professional off. Now the professional put the sequence of events into writing in the form of a Memorandum for the Record addressing the many egregious things this employee has done to the professional to make them look stupid. Whether intentional or bad judgement, the employee acted in a capacity well beyond the scope of their position and clearly needs to be reigned in. I am uncertain that I can do the disciplinary process without 1) being accused of being vengeful or retaliatory 2) I am unsure that I would be acting impartially and not retaliating because I am HOT!!! (stated without the expletives I am thinking). 3) I am uncertain that I am willing to do anything or even nothing because of the manner in which they investigated my words and deeds extensively, taking hearsay, innuendo, and making a pretext of the things they gleaned from their "investigation" and the things that I am accused and found guilty, without recourse, of doing. They even have signed statements and emails from people with axes to grind. In my career, I have never been treated like this. If someone had a problem with my actions or words they certainly never expressed them to me nor have they owned up to their actions. it is just business as usual around them and I am supposed to be "professional". I am uncertain that I can continue working with such underhanded, unethical people. Back to my questions. Not having been designated a supervisor, do I have to take action on this matter or can I just broadcast this Memo for the Record to several layers upline and decline to act on this? Do I have to continue to supervise these people? Can I just refuse to verbally interact with them and send emails instead? They seem to be good at mis-quoting me and assigning to me words that will fuel the flames higher. I have stopped engaging in conversations with them. They NEED to have someone pushing and demanding performance from them. Their work is tied to measured metrics and the metrics get looked at monthly. Mine are the worse of three or four locations. It just keeps getting worse from there and Curious-er and Curious-er! Advice anyone?

SlowerBear Members Profile Send Private Message Find Members Posts Add to Buddy List Newbie Joined: 10 Jul 2010 Posts: 7	Post Options Post Reply Quote SlowerBear Report Post Quote Reply Posted: 11 Jul 2010 at 1:56pm
	On the letter of admonishment - correct me if I'm wrong, but you don't get those for asking for a password reset. Let's back up a bit. If your management is already "investigating" you, writing letters of admonishment, and they won't provide you access to the tools required to do your job, why are you staying? I'll go out on a limb here and say that your relationship with your own supervisor is poisoned permanently. And you are debating cutting communications with your subordinates. You don't need anyone's advice on what to do. I'm going to be direct. You should not be a supervisor until you are trained. I don't mean that in the general sense, but specifically for you, based on your "vengeful, retaliatory" and other emotionally loaded words. Good supervisory training includes things like providing feedback without anger. And there are tons of training options.