The Uncivil Service (Chapter 7)

By gferren, New West Unfiltered 1-26-08

Chapter 7: Performance (1991 - 1999)
The Awards

[Just a few examples, I received many awards and performance grade and step increases from 1991 - 1999. I will not belabor the point. This is another chapter that discredits the argument of Janet Singer that there were "problems with my performance". My job performance was above and beyond the required; I just didn't perform well at brown-nosing Murphy or Singer when I outed them. (via EEO statement and website)]

June 1998, special act or service award

July 1998, special act or service award - signed Tim Murphy, certificate of appreciation & note of appreciation - signed Tim Murphy

August 1998, special act or service award

December 1998, quality step increase award (gs11/04 to gs11/05) - signed Janet Edmonds, Janet Singer, letter of appreciation - signed Janet Edmonds

1998 Employee Performance Plan and Results Report - "…thank you for your continual outstanding performance. The MCFO is lucky to have an employee of your caliber." 11/19/1998

[But on December 21, 1998 - I am locked out of my MCFO office and detailed to MSO, Janet Singer alleges problems with my "performance".]

[And in 1999 Tim Murphy states in sworn EEO testimony that he doesn't know why I received a single award.]

(excerpt from scan award_01)
JUSTIFICATION: Required only for monetary awards, non-monetary recognition of significant value, or time off recognition Citation is justification for honor awards. Attach copy of citation.
During the recent office move. Glenn played a critical role in coordinating and moving the computer equipment prior to individual moves. His desire to be a team player and his assistance greatly facilitated our move.
APPROVED BY: Timothy M. Murphy, Field Manager

(excerpt from scan award_02)
JUSTIFICATION Required only for monetary awards, innovation awards, non-monetary recognition of significant value, or time off recognition. Citation is justification for honor awards. Attach copy of citation.
This spring, Glenn played an important role in implementing a major AIX operating system upgrade for all of Montana. This involved all of the field offices and state office.
APPROVED BY: Robin Stoebe (406 255-2946)

(excerpt from scan award_03)
JUSTIFICATION Required only for monetary awards, innovation awards, non-monetary recognition of significant value, or time off recognition. Citation is justification for honor awards. Attach copy of citation.
Glenn Ferren is an outstanding employee and continues to do exemplary work. Glenn has put the District ahead of the other MT Dakota offices because of his dedication to his job. He has been praised by his peers in the MT Dakotas as well as by the State Office IRM Staff. Glenn assisted the District Supply Technician by decommissioning over #, 286 PCs to be donated to local small schools under the Stevenson-Wydler Act. This QSI is well deserved.
APPROVED BY: Timothy M. Murphy, Field Manager

(excerpt from scan award_04)
Dear Glenn:
It is with pleasure that I present you this Performance Award for your work as the District Computer Specialist during the period of time October 1994 through September 1995.
You continue to work at an outstanding level in all areas of your position. Your ability to understand all aspects of the computer system has allowed Miles City employees the opportunity to become proficient with the new AIX system within a short time.
You skillfully maintain the system, keep it up and running and still offer continuous user support in a professional manner. You are an outstanding employee, Glenn. Thank you and congratulations.
Sincerely, Glenn A. Carpenter District Manager

(excerpt from scan award_05)
JUSTIFICATION Required only for monetary awards, innovation awards, non-monetary recognition of significant value, or time off recognition. Citation is justification for honor awards. Attach copy of citation.
This award is in recognition of Glenn’s extra efforts and his valuable contributions toward making the State Office move successful.
APPROVED BY: Robin Stoebe 406 896-5179

(excerpt from scan award_06)
December 16, 1998
Dear Glenn,
On behalf of the Miles City Field Office, I want to congratulate you on your outstanding performance this past year. This Quality Step Increase award is presented to you based on your dedication to quality work and customer service.
Glenn you continue to provide excellent systems administration support for the Field Office. Because of your in-depth technical knowledge, the Field Office employees and their work are never interrupted by glitches in the system. Also, because of your knowledge, your peers openly commend your work and dedication.
Thank you, and again congratulations on a job well done. A copy of this letter will be filed in your Official Personnel File.
Sincerely,
Janet L. Edmonds Administrative Officer

(excerpt from scan award_07)
Standard Form 50B
FERREN, GLENN D. COMPUTER SPECIALIST COMPUTER SPECIALIST
Basis
GB 0334 11 04 $ 42452 PA GS 0334 11 05 $ 43738 PA
$ 40269 $ 2183 42452 $ 0 41489 $ 2249 43738 $ 0
MONTANA STATE OFC, BUR OF LAND MGMT MONTANA STATE OFC, BUR OF LAND MGMT DIV OF SUPPORT SERVICES DIV OF SUPPORT SERVICES BRANCH OF EASTERN MT ZONE SUPPORT MILES CITY,MONTANA 43SUPV LVL H.POSITION SENSITIVITY CRITICAL-SENSITIVE

[Now IF there had been problems with my performance, the BLM has a PERSONNEL HANDBOOK to use. It says…"The Table lists only formal disciplinary actions…It does not mention oral warnings, counseling letters, and similar actions which are considered informal disciplinary actions and may be more appropriate for correcting minor offenses. …It is the policy of the Department that discipline be administered in a constructive and progressive manner, whenever practicable." "Make sure the facts support the charge." "Thus agencies should…conduct a through analysis of the Douglas factors for each individual charged with misconduct. The Douglas factors include: (1) The nature and seriousness of the offense and its relation to the employee's duties, position, and responsibilities;(2) The employees job level and type of employment, including supervisory or fiduciary role;(3)Any past disciplinary record;(4)The past work record, including length of service, performance, ability to get along with fellow employees, and dependability;(5)The effect of the reasons for action on the employee's ability to perform satisfactorily and on supervisors' confidence;(6)Consistency of the penalty with those imposed on other employees for the same or similar offenses;(7)Consistency of the penalty with any applicable agency table of penalties;(8)The notoriety of the offense or its impact on the agency's reputation;(9)The clarity with which the employee was on notice of any rules violated in committing the offense or had been warned about the conduct in question;(10)Any potential for rehabilitation;(11)Mitigating circumstances surrounding the offense; and (12)The adequacy and efficacy of alternative sanctions to deter such conduct in the future by the employee or others." "Ideally, selection should be made of the least severe penalty necessary to correct misconduct and to discourage repetition."]

[Singer detailed me to MSO alleging performance issues (1998), then extended the detail, suspended me for (2) days, and pushed through a directed reassignment (1999) to the BLM Montana State Office. After I went public with my website where I was posting BLM's internal affairs (esp. regarding Singer& other MSO BLM mgrs) and revealing some of the skeletons in BLM's closet, I was placed on administrative leave (1/2000)and removed for "misconduct" (3/2000). During the MSPB hearing to appeal my removal from the Civil Service (2000), Administrative Judge (Kasic) prompted the BLM to base its' argument for the misconduct removal on the alleged "hacking" of computer files (he told 'em he'd support that charge) and to drop their original argument which used as its basis my website postings as the "misconduct" on my part that required my "removal".]

[There was real employee misconduct in the BLM Miles City field office ranging from accessing porn sites on the Internet with a government computer, the downloading of pornographic files to government computers, placing a topless nude poster in a work area, misuse of funds, just to mention a few items (circa 1998/1999). None of these employees were detailed out of the MCFO, suspended, given a directed reassignment, or removed for "misconduct". No other BLM field office Computer Specialist was subjected to an Administrative Review "Team" re: IRM program management, their performance or customer service. See the website to review some of the "misconduct" by Montana BLM managers.] [End of article]