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well you gotta do what you gotta do I just wouldn't do it because you didn't get the job, do it because it's the right thing to do and even then I'd think it completely through. Just know the results might not be what you expect. And if they are, doesn't mean your going to get the job, or the next.
I'm going to think it over very carefully. Thank you for your perspective.
No problem, I hope I helped. You seem pretty bent about the whole thing. When you have time to think thing's through I think it's best to. When you don't have time you just hope you make the right decision. Hope it all works out for you!
After reading the thread very carefully, adding extensive employment interview and document review experience, my opinion of Government hiring stands. 90% of what is done is to prevent lawsuits and EEO complaints. As a result, many times, people are placed into positions they should not have. The "Peter Principle" then takes over.
I would only add that, some people, are held back from positions they should have. The "Kicked in the Peter Principle."Quote:
Originally Posted by Mvcrash
I suspect that you will not get another interview if you report your boss. Reporting a violation in order to get a promotion looks pretty bad and it will harm your case. You should be reporting these things because it is the right thing to do and as you said you go through annual training about it, doing it only when you may get something out of it shoots your credibility.
Given that you are not particularly good at reading the politics and possibly making a compelling presentation I don't think you will be able to make a stronger case than your boss so very likely you won't end up winning much for yourself. But that could still do good for your workplace because your boss will get a close scrutiny and even if he gets off this time, he will have way less room for future missteps.
I think before doing anything you should talk to a lawyer because they will be able to make a much better evaluation of your case.
At this point I don't know that I will report anything. At least not for now. I doubt that I'd get a re-do interview anyway.
I just spoke with a co-worker who also applied for the job. He has less time here than me, and was also rejected on another occaission for the same position at this organization. He told me that the time before, he was told that he didn't sell himself well enough to the panel. He also said that at that time he felt it very difficult to "sell" himself to people he knew. He said that this time, he BS'd the panel to death, which made him feel very uncomfortable, but he did it based on what was told to him the last time.
He was advanced to the second interview stage. I congratulated him and wished him the best of luck.
I think the whole thing sucks. No employee deserves to be treated like that. I don't think they ever planned on you really interviewing and based on legalities I wouldnt even treat it as an interview. Always keep your eye out for new jobs and start honing your political skills, they are essential in every job.
I'd let the new employee know how you were used in the interview so she is aware that you werent in on the shenanigans. As an LGBT employee she might be in for some rough times, or lots of unwarranted promotions.
You'all have an ombudsman or an HR rep you can file a complaint with?
I think what this boils down to is the Federal EEOC. Maybe at a later time I'll study more about EEOC, but from what I can gather EEOC prescribes a certain process (some logical formula) used for hiring. So I'm supposing that by using EEOC hiring practices, it takes the heat off of the employer for what might be considered unfair hiring practices. The employer can just fall back on the EEOC process should anyone, like me, feel unfairly treated, or have any other complaint, or just falls through the cracks. I know that our organization is VERY concerned with liability, so this makes sense.
In other words, don't blame us, we were just following Federal guidelines...
I did speak with my union rep, who then spoke with our Director of HR who is also the Employee Services EEO. I've been invited to go speak with the HR Director so that she can explain the process to me.
I don't think I need to sit and listen to upper management explain to me about what happened. I think I already understand what happened.