It is late... I feel as though I have neglected the opportunity to share my thoughts. It has been a very busy few weeks since I last wrote. I and Shannon are packing tonight in order to be on the road early in the morning {mothers day} for Boise. Honor Guard training starts on Monday morning. I was selected to be a part of the first fire honor guard with the NPS. I think it will be a wonderful way in order to give back and honor the lives of those lost to this industry. We are so lucky to live close to my parents. Mom is planning on watching the boys, allowing Shannon to travel with me to Boise. It will be a great opportunity for Shannon to research the town a little closer than we have in the past. After putting in for the position with AMD (Training and Development Specialist), we have been looking at real estate. It is probably a bad idea to get our hopes up about a position... but it may be too late, my heart is set on getting the job.
Tomorrow will be a long 10 hours of driving... it will be a good time for me and Shannon to spend a little quality time without someone from the back seat interupting or grabbing attention in a frustrating manner. I am looking forward to the week.
It is also the start of the season for my seasonal crewmembers. I will miss the first week, however this is a great opportunity for the leads to step up and create a foundation for gaining the trust of their new fellow crewmembers.
Saturday, May 8, 2010
Thursday, February 4, 2010
Hiring Time
I feel as though I have been through a whirlwind of emotions over the past several months. Most of which have revolved around hiring. In the Federal Government we do a lot of hiring, which in turn should give us the practice necessary to become decent at it. This couldn't be any further from the truth. On average, most supervisors within the fire career path are below average at picking the right person for the job. We as a society of individuals tend to promote people who have done only an average job. Bending the truth as we give references to potential employers over the phone, "Joe did a great job for us" "Yes I would absolutely hire him again". Why didn't we hire them back, because we are hoping that the potential replacement for the position will be better than Joe was. We tell people what they wish to hear, and we talk in cryptic sentences that allow us to live with ourselves. We convince ourselves that we told the truth, even if we left a few of the details out. We fool ourselves by putting together hiring panels. These panels are typically a group of individuals who we hope will impartial in recommending a candidate for hire. I can honestly say I have yet to be a part of such a panel in which I did not feel as though someones opinion was skewed in a maner that altered the selection. We live in a world of hiring where someone is hired due to their skills, and in order to secure them in the position we place their spouse in a position that he/she would normally never get on their own. We deal with a culture in which our performance ratings are directly affected by our decision to hire a diverse candidate. What that has to do with my performance as a program manager, I still don't understand. If I hire the right candidate for the job, than what does it matter the color of their skin?
You are probably asking where this is going... in order to understand we must return to where it began. 2 months ago I was asked to take part in a hiring panel. I gladly accepted the invitation as the position being hired could potentially have an impact on my program. The Type 1 Helicopter Manager for the Forest Service. The person who took this position would occupy a desk in the Zion Helitack ready room. This person could potentially be listed as a part of Zion Helitack in a first ever Interagency effort to combine the helicopter crews, located in Cedar City, into a single program. The position was being advertised as an Assistant Manager at the GS-8 grade level. Furthermore, my crew had been filling this role for the Forest Service for the previous 3 years. All good reasons to be involved in the hiring effort, but all pailed in comparison to the final reason that I was excited to be a part of this panel. My current assistant, whom had been filling the role of the Type 1 Helicopter Manager for the previous 3 years, was in need of a new position that would take her out of the strenuous nature of her current job. She had been through a helicopter accident over 3 years previous, that has left her unable to do the physically demanding job of being my assistant. She needed this job. In the end to make a long story simpler, the panel that I was a part of was split on whom to hire. The competition was tough. The other 3 candidates who were capable of doing the job had great qualifications and presented equally well during the interviewing process. I sat in the commo room of the Air Center discussing with the other members of the panel whom we felt should be recommended for hire. I knew that any one of the applicants could do the job, and they were all equal in qualifications with only minor differences between them. My logical mind, which was also riddled with emotion, explained to the others that my assistant was capable, she had been doing the job with no complaint from management as to her efforts, and she was in need of a position. After all don't we take care of our own, a term I had heard many times in the years leading up to this day. The individual that led the panel took the information, which should have read as a split decision, and delivered it to the Forest Fire Management Officer. The way in which this individual delivered the information, left the FMO with the impression that the group was united in their decision to suggest employment for one of the applicants. The final decision, not my assistant. We had deliberated for several days to have all our time wasted due to one mans opinion. Currently at the time of this writing, my assistant has applied for and taken another job as a Helicopter Program Manager in Alaska. She has filed a grievance with the Forest Service, sticking to her moral obligation to point out fault in hiring practices. I sit in the precarious position of knowing that she will leave and I will be left behind to work closely with the new person whom was hired and the individual who skewed the facts to employ that person.
My story of hiring does not end there. In my own organization there is an individual who is currently a Station Manager (GS-7). When the Fire Management Officer (FMO) for Zion National Park, my supervisor, took the position this last year he struggled with how he should restructure the fire program. He felt that the Station Manager should really be a Fire Operations Supervisor, and he also felt that an Assistant FMO should be filled. However, there was not the funding for both. This left him with a dilema, if he filled the AFMO then he would not have the money to support the Fire Operations Supervisor position. So he did what most other people in this industry seem to be willing to do (just not so openly). He flew a position for the AFMO, and taylored the job announcement to match only one individual. He announced the position within agency walls and did not allow for any outside individuals to apply for it. He allowed only one week for applications to be submitted, a practice which is within policy but highly suspicious. All of this was done in order for him to turn a GS-7 station manager into a GS-11 AFMO without competition. In our industry this has a term often attached to it, "fast-tracking". Many people would argue that the FMO had options, but it wouldn't have mattered as he was set on his desire to promote a guy that he gets along with.
An interesting side note to this story of hiring... The FMO has placed my supervision under the newly appointed AFMO position. This means that a GS-7 station manager with minimal experience in supervising a large program and budget has just become the new supervisor of a GS-9 Helicopter Program Manager with millions of dollars in budget obligations yearly. I must say that this person has a very steep learning curve ahead of him, which normally would not be insermountable. However, this individual has a very entreanched type A personality, which means he is ready to tell me how it should be done even without the experience to understand his decision. So as I am prepairing to hire a new assistant manager this newly appointed supervisor of mine gave me a lecture about hiring. He cautioned me about going into the hiring process with blinders on. Despite an outreach that I had put together and forwarded to every agency throughout the country, advising them of the open announcement. Despite my intentions to put together a panel of impartial judges that will hopefully succeed in being able to deliver an objective candidate suggestion. Despite these obvious efforts on my part, I was counciled to make certain not to get my mind set on only one person for the job. I was not to look at the individuals on my crew that may not be the most qualified candidates simply because I get along with them. How ironic that this GS-7 station manager whom was just hand picked by the FMO would council me on doing the same thing that allowed him to obtain a GS-11 AFMO position.
This brings me to the events of today. The occurance which caused me to post this message regarding hiring. Today as I sat in my office trying to wade through nearly 300 applications for the 3 seasonal position's which would be available on the crew this season, I was struck by the simple fact that it isn't about the best person for the job. I had been made aware earlier in the year that my performance appraisal this year would be affected by the diversity that existed on the crew. Hiring diversity is simple in concept, if you are a white male you are not diverse. If you are Latino, Hispanic, Asian, Native American, African American, or had ancestory in any other nationality other than European or American than you are diverse. It used to be that Females were also considered diverse, however that is no longer the interpretation of someone within the National Park Service. So I am left with this problem. If I hire the individual whom is most qualified for the job according to my standards, and that individual happens to be a white male, then I will be punished by receiving a less than fully successful performance appraisal. To add to this mess in hiring we have what is know as "veterans preference". This is a law which further ties our hands. It states that a person with honorable military service in their work history, must be considered over anyone that does not have military service. It is an old law which was enacted during a time when soldiers returning from war were looked upon as less than deserving. It has remained in effect even though the conditions economically and politically have changed. So now I am looking at 300 applications and though many young white males have great qualifications and would be wonderful additions to the crew, I must consider my own career and the implecations of hiring these young men. I must look at the veterans who have the right last name that would lead me to believe that they are diverse candidates... oh yes, did I fail to mention that although it is part of my performance that I must hire diverse candidates, according to hiring laws I am not allowed to ask a potential candidate for a picture, for his or her nationality, or any other question that would clarify whether the person is diverse or not. Did I mention that the Federal Government likes to work against itself.
It may sound as though I dislike the Federal Government. This is not the case. I do however dislike many of the people within the positions of authority whom make up the Federal Government. I dislike the attitudes of control = power, as this often leads to people making decisions or laws which impede progress and productivity. It is often seen in our society that the Federal Government is not efficient. There is truth to this, as for those of us that would like to do our jobs and take pride in being efficient, are typically dragged down by the rules and procedures designed to make everything equal. In case you didn't catch this, we create hiring rules and practices that will ensure that government workers do not discriminate against minorities or women, and in the end the rules and practices discriminate against the majority. Which is the white male 18 to 37 years of age. Interesting!
Until next time.... I will toil with the thought of doing the right thing at the potential of hurting my own career.
You are probably asking where this is going... in order to understand we must return to where it began. 2 months ago I was asked to take part in a hiring panel. I gladly accepted the invitation as the position being hired could potentially have an impact on my program. The Type 1 Helicopter Manager for the Forest Service. The person who took this position would occupy a desk in the Zion Helitack ready room. This person could potentially be listed as a part of Zion Helitack in a first ever Interagency effort to combine the helicopter crews, located in Cedar City, into a single program. The position was being advertised as an Assistant Manager at the GS-8 grade level. Furthermore, my crew had been filling this role for the Forest Service for the previous 3 years. All good reasons to be involved in the hiring effort, but all pailed in comparison to the final reason that I was excited to be a part of this panel. My current assistant, whom had been filling the role of the Type 1 Helicopter Manager for the previous 3 years, was in need of a new position that would take her out of the strenuous nature of her current job. She had been through a helicopter accident over 3 years previous, that has left her unable to do the physically demanding job of being my assistant. She needed this job. In the end to make a long story simpler, the panel that I was a part of was split on whom to hire. The competition was tough. The other 3 candidates who were capable of doing the job had great qualifications and presented equally well during the interviewing process. I sat in the commo room of the Air Center discussing with the other members of the panel whom we felt should be recommended for hire. I knew that any one of the applicants could do the job, and they were all equal in qualifications with only minor differences between them. My logical mind, which was also riddled with emotion, explained to the others that my assistant was capable, she had been doing the job with no complaint from management as to her efforts, and she was in need of a position. After all don't we take care of our own, a term I had heard many times in the years leading up to this day. The individual that led the panel took the information, which should have read as a split decision, and delivered it to the Forest Fire Management Officer. The way in which this individual delivered the information, left the FMO with the impression that the group was united in their decision to suggest employment for one of the applicants. The final decision, not my assistant. We had deliberated for several days to have all our time wasted due to one mans opinion. Currently at the time of this writing, my assistant has applied for and taken another job as a Helicopter Program Manager in Alaska. She has filed a grievance with the Forest Service, sticking to her moral obligation to point out fault in hiring practices. I sit in the precarious position of knowing that she will leave and I will be left behind to work closely with the new person whom was hired and the individual who skewed the facts to employ that person.
My story of hiring does not end there. In my own organization there is an individual who is currently a Station Manager (GS-7). When the Fire Management Officer (FMO) for Zion National Park, my supervisor, took the position this last year he struggled with how he should restructure the fire program. He felt that the Station Manager should really be a Fire Operations Supervisor, and he also felt that an Assistant FMO should be filled. However, there was not the funding for both. This left him with a dilema, if he filled the AFMO then he would not have the money to support the Fire Operations Supervisor position. So he did what most other people in this industry seem to be willing to do (just not so openly). He flew a position for the AFMO, and taylored the job announcement to match only one individual. He announced the position within agency walls and did not allow for any outside individuals to apply for it. He allowed only one week for applications to be submitted, a practice which is within policy but highly suspicious. All of this was done in order for him to turn a GS-7 station manager into a GS-11 AFMO without competition. In our industry this has a term often attached to it, "fast-tracking". Many people would argue that the FMO had options, but it wouldn't have mattered as he was set on his desire to promote a guy that he gets along with.
An interesting side note to this story of hiring... The FMO has placed my supervision under the newly appointed AFMO position. This means that a GS-7 station manager with minimal experience in supervising a large program and budget has just become the new supervisor of a GS-9 Helicopter Program Manager with millions of dollars in budget obligations yearly. I must say that this person has a very steep learning curve ahead of him, which normally would not be insermountable. However, this individual has a very entreanched type A personality, which means he is ready to tell me how it should be done even without the experience to understand his decision. So as I am prepairing to hire a new assistant manager this newly appointed supervisor of mine gave me a lecture about hiring. He cautioned me about going into the hiring process with blinders on. Despite an outreach that I had put together and forwarded to every agency throughout the country, advising them of the open announcement. Despite my intentions to put together a panel of impartial judges that will hopefully succeed in being able to deliver an objective candidate suggestion. Despite these obvious efforts on my part, I was counciled to make certain not to get my mind set on only one person for the job. I was not to look at the individuals on my crew that may not be the most qualified candidates simply because I get along with them. How ironic that this GS-7 station manager whom was just hand picked by the FMO would council me on doing the same thing that allowed him to obtain a GS-11 AFMO position.
This brings me to the events of today. The occurance which caused me to post this message regarding hiring. Today as I sat in my office trying to wade through nearly 300 applications for the 3 seasonal position's which would be available on the crew this season, I was struck by the simple fact that it isn't about the best person for the job. I had been made aware earlier in the year that my performance appraisal this year would be affected by the diversity that existed on the crew. Hiring diversity is simple in concept, if you are a white male you are not diverse. If you are Latino, Hispanic, Asian, Native American, African American, or had ancestory in any other nationality other than European or American than you are diverse. It used to be that Females were also considered diverse, however that is no longer the interpretation of someone within the National Park Service. So I am left with this problem. If I hire the individual whom is most qualified for the job according to my standards, and that individual happens to be a white male, then I will be punished by receiving a less than fully successful performance appraisal. To add to this mess in hiring we have what is know as "veterans preference". This is a law which further ties our hands. It states that a person with honorable military service in their work history, must be considered over anyone that does not have military service. It is an old law which was enacted during a time when soldiers returning from war were looked upon as less than deserving. It has remained in effect even though the conditions economically and politically have changed. So now I am looking at 300 applications and though many young white males have great qualifications and would be wonderful additions to the crew, I must consider my own career and the implecations of hiring these young men. I must look at the veterans who have the right last name that would lead me to believe that they are diverse candidates... oh yes, did I fail to mention that although it is part of my performance that I must hire diverse candidates, according to hiring laws I am not allowed to ask a potential candidate for a picture, for his or her nationality, or any other question that would clarify whether the person is diverse or not. Did I mention that the Federal Government likes to work against itself.
It may sound as though I dislike the Federal Government. This is not the case. I do however dislike many of the people within the positions of authority whom make up the Federal Government. I dislike the attitudes of control = power, as this often leads to people making decisions or laws which impede progress and productivity. It is often seen in our society that the Federal Government is not efficient. There is truth to this, as for those of us that would like to do our jobs and take pride in being efficient, are typically dragged down by the rules and procedures designed to make everything equal. In case you didn't catch this, we create hiring rules and practices that will ensure that government workers do not discriminate against minorities or women, and in the end the rules and practices discriminate against the majority. Which is the white male 18 to 37 years of age. Interesting!
Until next time.... I will toil with the thought of doing the right thing at the potential of hurting my own career.
Friday, January 22, 2010
Jan 22, 2010 - Traveling Home!
Sitting in Salt Lake City at the Airport, Terminal A. I did my best to find a hidden corner where the noise and hustle was not so prevalent. I am lucky to have seats vacant on either side of where I am sitting. It allows for the illusion of seclusion. Coming home from Boise Idaho after another training course. It is a necessary evil at times to attend these trainings which will allow me to further my capabilities. This one, S-375 Air Support Group Supervisor training, was a 2 1/2 day training that I spent way too much money to attend. The tuition alone is $350 and add to that a plane ticket, hotel, meals, and a rental car and I have dropped another $600. I know that it isn't my money, the Government is picking up the tab, however when you are given a "shoe string" budget to operate a crew of 10 people on every penny counts. This training is important to me, but being on the back side of it I can honestly say that the training was a bust. Yes, I did get a certificate and I suppose that is what most would consider to be the important part of attendance, I on the other hand expect to be taught something useful. What I got for the money spent was 2 1/2 days of instructors fumbling their way through power point presentations that were prepared as part of a "canned" course put together by the folks with National Wildfire Certification Group (NWCG). I expect these Instructors to have a vast knowledge of the course material and an understanding of how to present it in a way that communicates to the majority of the classroom participants. I expect that they take the time to go through what NWCG provides them and I expect that they not only know what is provided but consider different ways in which to present it. I got none of that! Some would say that I walked away with the most important part of the class, the certificate. I disagree, I want to walk away from the class with a greater knowledge of position requirements, than what I walked in with. Otherwise, I should just go through the powerpoint on a computer and print out my own certificate... and I could do that without having to pay for it.
So here I sit in the SLC Airport waiting on my flight to Cedar City. I am anxious because I know what is waiting on the other end of that flight is my wife and two sons. I have missed them this week spent in Boise. I am sure that the aircraft I will be loaded onto for the flight will be a small SkyWest "puddle jumper". I don't know why I call it a "puddle jumper", perhaps due to the fact that I once heard it referred to as that and it was catchy. I often repeat things I have heard because it sounds good, not necessarily because I understand it's meaning or the origin. I suppose I should be more careful about speaking using terms I don't fully understand. It is a small twin engine prop. As I watch the two pilots climbing off the aircraft that has just parked outside the window, it strikes me that they are not any older than myself. In fact they look fairly young.
I can't get past the couple that is sitting across from me. He looks like a very rough character, in his late 40's maybe even early 50's. His blue jeans cover the brown cowboy boots down past the ankle. There is a ring on his right hand that looks very Native American in nature, a rock of sorts polished and set into sterling silver. His leather vest is thick and I can almost smell it from here. It is engraved above the right pocket with a logo, distinct in its nature. The vest covers the blue denim long sleeve shirt that is unbuttoned far enough to expose his graying chest hairs and the sleeves are unbuttoned at the cuff and rolled over at least once to expose his muscular forearms. The Gotee is a peppered black and although it is not long like those of ZZ Top, it is heading in that direction. His sunglasses are riding on top of his head acting almost like a hairpiece holding his long hair behind his ears. The spanish looking belt has a silver belt buckle and is enhanced with silver emblems that follow a pattern the full length around the belt. As he stands and moves to the window to watch the aircraft approach, the emblem on the front of his vest is discovered. For the embroidery on the back of his vest is larger and colored. An eagle spreading its wings over the word HOG and a small ribon with "lifetime member" sit just below the Harely Davidson logo. I don't know if it is the apparel, the unkept look, or the shark tooth hanging from a copper enhanced knecklace that gives me the impression he is not someone to be messed with. He is not here alone. He sits next to a woman that probably eqauls his age but looks to be a bit older. She too wears jeans, black though, and they too cover her well used cowboy boots. Nothing fancy of coarse, those boots could belong to a man for as plain and worn as they appear. She is wrapped in a large wool coat with an ornate design that is uniquely western in nature. Long sandy blonde hair and simple glasses. She is not adorned with much jewelry. I notice her holding a spit cup. It is classic in nature, a clear plastic disposable drinking cup with a napkin wodded up in the bottom. I am slightly disgusted at the sight but at least the smell does not accompany the image. I am shocked that she would hold a spit cup for her male companion, and I contemplate what their relationship must be like. This continues until I see her raise the cup to her lips and drop a load of chew colored spit down the inside of the cup. He too takes hold of the cup and drops his unswallowed saliva into the cup. What a vulgar display. I know that this is a judgemental opinion of the unhealthy habit, but it is my opinion and to me that is what counts. She too is probably not a woman to be messed with. As I struggle to keep my eyes on anything other than the two of them I find myself staring out the window daydreaming of my two boys. I am hopeful that they will meet me at the airport so that I can accept the eager hug from my littlest one and put my arm around my older stoic boy as I depart the plane.
This has been my first entry on this blog journal... I expect many more to come. It will be a great way for me to record the things that I have seen and experienced in my life. A journal that I some day hope will provide my posterity a look into my thoughts and actions in life. Providing them with a look into my world and the way in which it revolved around me.
So here I sit in the SLC Airport waiting on my flight to Cedar City. I am anxious because I know what is waiting on the other end of that flight is my wife and two sons. I have missed them this week spent in Boise. I am sure that the aircraft I will be loaded onto for the flight will be a small SkyWest "puddle jumper". I don't know why I call it a "puddle jumper", perhaps due to the fact that I once heard it referred to as that and it was catchy. I often repeat things I have heard because it sounds good, not necessarily because I understand it's meaning or the origin. I suppose I should be more careful about speaking using terms I don't fully understand. It is a small twin engine prop. As I watch the two pilots climbing off the aircraft that has just parked outside the window, it strikes me that they are not any older than myself. In fact they look fairly young.
I can't get past the couple that is sitting across from me. He looks like a very rough character, in his late 40's maybe even early 50's. His blue jeans cover the brown cowboy boots down past the ankle. There is a ring on his right hand that looks very Native American in nature, a rock of sorts polished and set into sterling silver. His leather vest is thick and I can almost smell it from here. It is engraved above the right pocket with a logo, distinct in its nature. The vest covers the blue denim long sleeve shirt that is unbuttoned far enough to expose his graying chest hairs and the sleeves are unbuttoned at the cuff and rolled over at least once to expose his muscular forearms. The Gotee is a peppered black and although it is not long like those of ZZ Top, it is heading in that direction. His sunglasses are riding on top of his head acting almost like a hairpiece holding his long hair behind his ears. The spanish looking belt has a silver belt buckle and is enhanced with silver emblems that follow a pattern the full length around the belt. As he stands and moves to the window to watch the aircraft approach, the emblem on the front of his vest is discovered. For the embroidery on the back of his vest is larger and colored. An eagle spreading its wings over the word HOG and a small ribon with "lifetime member" sit just below the Harely Davidson logo. I don't know if it is the apparel, the unkept look, or the shark tooth hanging from a copper enhanced knecklace that gives me the impression he is not someone to be messed with. He is not here alone. He sits next to a woman that probably eqauls his age but looks to be a bit older. She too wears jeans, black though, and they too cover her well used cowboy boots. Nothing fancy of coarse, those boots could belong to a man for as plain and worn as they appear. She is wrapped in a large wool coat with an ornate design that is uniquely western in nature. Long sandy blonde hair and simple glasses. She is not adorned with much jewelry. I notice her holding a spit cup. It is classic in nature, a clear plastic disposable drinking cup with a napkin wodded up in the bottom. I am slightly disgusted at the sight but at least the smell does not accompany the image. I am shocked that she would hold a spit cup for her male companion, and I contemplate what their relationship must be like. This continues until I see her raise the cup to her lips and drop a load of chew colored spit down the inside of the cup. He too takes hold of the cup and drops his unswallowed saliva into the cup. What a vulgar display. I know that this is a judgemental opinion of the unhealthy habit, but it is my opinion and to me that is what counts. She too is probably not a woman to be messed with. As I struggle to keep my eyes on anything other than the two of them I find myself staring out the window daydreaming of my two boys. I am hopeful that they will meet me at the airport so that I can accept the eager hug from my littlest one and put my arm around my older stoic boy as I depart the plane.
This has been my first entry on this blog journal... I expect many more to come. It will be a great way for me to record the things that I have seen and experienced in my life. A journal that I some day hope will provide my posterity a look into my thoughts and actions in life. Providing them with a look into my world and the way in which it revolved around me.
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