Investigator’s are in short supply right now throughout the industry. Call their bluff and go to HR and/or ask for a level move down. Cite the changed policy of having to do so much work “in person” now as a reason for the performance metric issues you are experiencing. It’s a new changed environment and both companies cannot afford to have inexperienced immature managers with no real understanding of this job scaring off or pushing out experienced knowledgeable employee investigators who know the job but struggle with the drastically changed policies, procedure, guidelines, etc. of the last 6 months.
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Are other Investigators that are chatting or responding to this specific thread/topic recieving a PIP or additional forms of Corrective Action directly related to “performance metrics” or daily/weekly “quantity ratios?”
Without a doubt, this type of “mismanagement” and “poor leadership” certainly puts Investigators in uncomfortable positions, causes real uncertainty regarding their job, and ultimately results in unfortunate and damaging repercussions.
I’m curious about the following…if anyone wants to share…
#1-What is the actual “stated reason” or “documented reason” your SL references when writing these PIP Corrective Actions (Informal/V- Stage 1) that they are issuing and only to select Investigators?
#2-Is every PIP referencing “performance metrics” only? Or are other aspects being evaluated and written up such as: critical deadlines being missed, quality ratings/reviews, case rework, case coverage, ect?
#3-Any thoughts on who is being “targeted” and who is not? Is there a pattern/demographic that might explain why one Investigator gets a PIP and another Investigator (with similar or the same productivity) never receives a PIP?
#4-Lastly, did your SL sign the PIP along with you? Were you required to sign the PIP? Was anyone else in Management (at any level or Department) also required to sign the PIP? Do you think the PIP you received was “fair?”
@RZ24HR- Unfortunate to hear about your SL. Equally concerning is the “culture” you described in which any negative action (or even any positive action) can be taken with nothing more than a mere “whim.” On a side note, sorry to hear you received a PIP yourself. Not the end of the world, however discouraging nonetheless.
Unfortunately i don’t think they call it “production “ i think they term it “performance “ to avoid any legal complications
You should be doing fine with all that overtime.
I am pretty sure 200 miles out is considered TDY and falls under a different timestring. You may want to look into policy a little further if you are literally going 200 miles out and that is not an exaggeration.
That’s a great PR pitch, hope you aren’t relying on these boards to do all your recruiting for you
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First time posting. Been an avid lurker reader for years. Have been afraid to post for fear of my section lead figuring out it’s me posting and I’d lose my job or he’d make things more difficult. At this point I don’t care either way. I was hired two years ago from Perspecta to CACI. Was hired as a level 2 but downgraded myself to level 1 after 6 months struggling to meet numbers. Me downgrading has been a very sore spot for my section lead. He takes every opportunity to remind me that had if I was a level 2, I would get better assignments, get a raise, be able to go on TDY and that oh…. Btw you being a level 1 is frowned upon by the PMO because you don’t make the company any money. Endless jabs. But, what is not talked about is that I am covering the entire state and driving 1200-1500 miles monthly meeting level 1 production and my 1st pass quality is 95-100%, I am usually in the top 1/3 of the team and more often then not meet all 4 production requirements. Doesn’t that count for something?
I am posting this because I am at a complete loss and need direction from others in the field. How the heck am I suppose to level up without working off the clock? Any direction suggestions?
I’d ask your SL what he does to make the company any money.
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I’d have a talk with HR. Sounds like he is harassing you. These so-called managers need to be held responsible for the things that they say and do.
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Do you think HR would do anything?
It’s possible. One of my field managers in the past got terminated because she created a hostile/toxic work environment. I think of enough people on the team complain then you force HRs hand
HR isn’t going to do anything. There have been numerous complaints made against my SL and they are still here…
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I work for Peraton and got a call from a CACI recruiter asking if I wanted to come work for them, they are offering a pay raise….any other Peraton investigators get a call from CACI?
No, I have not. Just curious how would they have gotten your info? I am guessing a former Peraton employee recently made the jump to CACI and provided your info to a recruiter.
A recruiter reached out on LinkedIn.
Have you considered Xcelerate? I have many friends that have made the transfer from Peraton there and I’m in the process of doing the same. Pay seems great, much higher than Peraton.
Haven’t you met your quota yet?
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My advice to you is find a better career because this job will cause a slow death.
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Hey guys. I started as a background investigator about 6 months ago with CACI and I am already hating it. It is really affecting my mental health and I don’t think I can continue to do the work. Do you know if CACI requires you to pay back your clearance and/or training costs? I’ve heard of other companies doing that and want to figure it out before I decide if I am going to put my notice in.
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I had a friend who left CACI in the last year and they deducted a portion of his sign on bonus out of his final pay. You CAN transfer from an employee to a 1099 with CACI (it might be with one of their subs). That gives you less stress, but depending on where you are located, maybe less work (ie not full time).
From another company, (and this was years ago) the pay back of the clearance clause is virtually unenforceable. They would have to pull your ROI, determine how much was spent conducting your investigation and bill you for it. Most companies throw that out as a threat, but unless you signed something saying you would pay back X amount of dollars if you leave within a year, it’s nearly impossible to enforce. Go through your paperwork and see if you have anything you signed that says that.