I think you meant “… the series of novels in Question.” 
I have no patience for that kind of shit - do your own job! Do you think I’m just sitting around here waiting for me to do your job for you? Gah! I’ve run into this in jobs and training courses - somehow I’m the person with the answers, so the lazy fucks come to me instead of trying to figure it out for themselves (or go to their proper supervisor).
LIVE JOURNAL UPDATE!
Yeah … it wasn’t exactly an interview. It was a group-interview, one of several that they run every day to mine for suckers. Why, I could have a job tomorrow … all I have to do is come up with my debit card so they can get their $300 licensing fees and I’d be good as gold.
Fuckers.
Sorry, Jack, that sucks. I remember coming out of a similar thing and crying in my car afterwards, I was so frustrated.
Part of the problem is that her supervisor knows nothing about the job and how it’s done. My previous (experienced) coworker put in her last day yesterday, so she doesn’t have a coworker to go to any longer, but I’m still at the same place, so…
Former coworker confirms that newbie employee is dense as hell. She would write up long lists of things for Newbie to do, and eventually had to include detailed step-by-step instructions because this gal can’t seem to retain crap.
Plus it just got worse today. And I’ve technically been gone from the job for just over three months now!
I keep writing a post and then deleting it.
It’s just all sorts of :eek::eek::eek::eek::eek::eek::eek: and I don’t think I should post it even if I feel like getting it off my chest.
Oh, please, go right ahead! We’d love to hear your tale of misery and woe.
It was a quiet week (it felt long, but it was blessedly uneventful), so I’ll have to dig up some Tales from the Past. I think I’ve told you all the story of how my supervisor yelled at me for doing something she asked me to do. So here’s a new one: My supervisor and the head of my department asked to me to arrange a guest speaker for our staff meeting. I set a date with the guest speaker, and checked with my supervisor and dept head to see if we were actually having a staff meeting, because sometimes we don’t meet at our regularly scheduled time. They assured me that we would be having a staff meeting that day, so I thought everything was hunky dory. Well, less than an hour before the meeting, I overheard someone say that we would not be having a staff meeting. :eek: So I had to scrounge around and beg a few people to sit in on this poor woman’s presentation so she wouldn’t waste her time driving all the way to our office and then not give her presentation. And they didn’t even apologize. Nice.
I’m not seeing how your company’s lack of hiring proper staff and supervisors is your problem. (Well, I’m seeing how it is your problem, but I’m not seeing why it should be your problem).
But…but…seven eeks! You’ve gotta at least give us a hint!
It’s a tiny research division of a particular clinic/department, and the position’s supervisor is actually the administrator for the whole clinic for lack of a better way to handle it. Usually there are two employees doing the job. Since several months ago there were basically 1.25, when my old experienced coworker had to drop down to majorly part-time due to studies.
And the reason that it’s kind of my problem? Going into research divisions of clinics around this hospital, and helping get them functioning properly, is my new job. :eek: I mean, I’m not formally assigned to cleaning up that department (yet), but it’s allowed by my manager as losing me was tough on them. And since I now work for the department that oversees how research is done at the institution, one way or another, we will be dealing with my old department and their problems.
I told my new manager that I think the old department’s new hire was a poor choice, and she’s willing to let me handle their requests for now but is definitely more than willing to step in if I think they’re getting out of hand.
So what I think I need to do is e-mail the doctors I’d worked for and outline everything the new person needs to do next in order to assume full ability to run the place (like she isn’t even certified by some studies to perform all the procedures) and emphasize how long it’s been since I left.
And maybe forward that “how do I know if the patient needs a urinalysis?” E-mail chain (“look in the lab kit on the requisition. If it says UA on it she needs a UA.” “The form says UA. Do I do a UA?”) to the doctor whose study that was. Because damn.
I can’t be the only Game of Thrones dork who decided that “seven eeks” is the modern version of “seven hells.”
The Seven Eeks was a meeting with my team lead where he opens with “You’re not isolated, you’re not alone, you’re not the only person who is unhappy” (exact quote) and then proceeds to unload his own tale of woe on me.
A one sentence interpretation of what he said over the next hour could be summarized as “Keep your head down and get out as soon as you can, because that’s what I’m doing.”
Damn, just when I got a well paying job that I actually like.
That all sounds like a very good idea.
Oh. Oh crap. Do you think it’s polish up your resume time?
My department needs stuff to be ordered from three different sources each week to keep functioning.
One of them sends shipments just about every day.
One sends shipments twice a week.
One sends shipments on a kinda wacky schedule.
Orders for the most frequent shipments are placed by someone else, but I can get input just about any time I want to.
Orders for the twice a week thing I can do almost by myself-- the only problem is when people in other departments think that what I ordered is for them.
Orders for the wacky schedule I place by making a list and giving it to a manager.
We’ve failed to communicate for most of the last month.
We got a wacky schedule order today–Yay!
We got weirder stuff than what I thought I ordered-- Boo!
I was going to say that what you needed to do was make up a fake plan. I’d mention that when my last boss was forced to add growth goals, he defaulted to “preparing to take more of a managerial position” with two or three training sessions listed.
Well, damn. That stops a lot of things. And you don’t want to list anything that you can’t do, because that will be noted on the next review.
Sounds like the boss is being forced to do this and that it’s a really stupid idea. I think you need to leave the ball in his court, saying that you’ll agree to anything reasonable, but you can’t agree to anything that will lower your productivity ranking.
I still think that his best bet is to send people, maybe one at a time, to some all day training thing. I’ve been to “Dealing with Difficult People”, “Erogonomics and Repetitive Stress Injuries” and “Making Difficult Decisions.” There was also a couple that taught that there were four basic work/personality types. Each of those classes had a different four types.
If that lowers his productivity rating, too bad. The only other thing I can think of is suggesting that you ‘grow’ by getting involved in union activities. Or by developing a burnout prevention program. That would only work if he can take a joke. Even if he can take a joke, suggesting a class on “How to Avoid Useless Meetings” is probably right out.
Any after hours motivational meetings would have to be bankrolled by the company. And they’d have to be at the restaurant/bar of your choice. Seriously, if you’re on a queue, with a productivity rating, he’s going to have to do some fancy dancing to arrange anything like ‘growth’ activities. You don’t have the power to excuse yourself from the assembly line.
Maybe you could offer to bring in a new motivational poster (letter size) each week. Or wear added pieces of flare.
Yesterday, I emailed the spouse “You have to find a new job with a much higher salary.”
From my heavily monitored work email system.
My actual responsibilities are wonderful; I share relevant information. I find it, determine to whom it is relevant, and compose concise but informative memos or emails. My job is to help them do their jobs. Really, not just FYI CYA DOA.
This week I was drafted to verify that people actually are doing their jobs correctly. Basically, “Procedure A requires you complete Form B to demonstrate compliance to Regulation C; I need to see Form B for the previous 18 months.” It should take maybe fifteen minutes to review 18 months of forms, document my review, drink a pint of water, and pee it out.
Instead I had to take over an hour to argue 1) you are required to follow this procedure, 2) the procedure does require you to complete the form, 3) the procedure does address compliance to the regulation, 4) review of this regulation within the scope, 5) review of this procedure is within my authority, 6) the form is the required documentation, and 7) yes, I can and have document your response as a Refusal
tl;dr - Give me the fucking piece of paper; if you don’t have it, grow up, suck it up, say I’m sorry, and revise your own damned procedure. Do not try to convince me that you don’t have to generate the documentation that your 20th century procedure requires.
And never, ever try to convince me that I don’t know the requirements that it is my job to keep you abreast of. You know i will say, “But I see you received my email of 14 July 1789 informing you of the current interpretation of and enforcement practices concerning …”.
This is not a game. This is not just my and your job. This is the job and salary of thousands of people, possibly at risk if the company is required to pay significant fines because you want to play piss-ant, petty-ass power games.
She burned something else today. I think it was a bagel, so it wasn’t as bad as the fish. She should not be allowed to use the microwave or toaster oven. I don’t know how she hasn’t burned down her house yet.
Hmm, Bastille Day. Coincidence? I think not.
Unrelated: Bastille Day was my hire date going on 34 years ago.
Unrelated: I made and put up a tearoff calendar on my wall today, counting down the weeks to retirement. It stands at 74, which seems like a lot. Anyway, this activity goes to show how busy I am (not).
Completely unrelated: the so-called design manager is driving me crazy with last-minute design changes on the project the deadline of which can not change. It will not be my ass on the griddle if this goes south, I guaran-damn-tee it.
Oh, that’s an easy one. She does all of her cooking at work.
Five years ago I started working at this place, on my dream project. Moved all the way across the country and took a bit of a pay cut to get the job. I spent four years putting together the tool chain and the team.
Then, last year, the company hired a new guy… and within three months, demoted me and made him Lead. I won’t lie- he’s better at the organizational aspects of the job than I was… and besides, this frees me up to actually produce the art that I love doing. It still hurt, though, so my boss said that he would push to get my name listed in the credits as Lead (since, after all, I’d done it for far longer than the new guy).
We ship… tomorrow. This last week, I checked the credits, and sure enough… I’m not listed as Lead.
To make things worse, other departments were broken down into “Associate”, “Senior”, etc. But not the art department. We’re just listed as “Leads” and “Artists”. I’m just listed as “Artist”.
Oh, and did I mention that my name starts with the letter Y? Yeah, I’m the very last person listed in our department.
It feels like I’m being petty, but this is really hurting me. I should, after five years, be really excited that the project is finally shipping… but now I know what “ashes in my mouth” feels like.
My coworkers have informed me that “Any amount of testing would have caught this bug” is my catch phrase. But for fuck’s sake, do they have to keep giving me reasons to invoke it?
Seriously, there are four places in our processes where this most recent one should have been caught, and as far as I can tell all four of them were skipped entirely.