u/Expert_Conflict_7775

I am a GS-15 senior advisor. Civil service leadership has moved me around a bunch since the new administration. In each instance, there is no conversation, nothing in writing. My last detail exceeded 120 days. It was over a year. Now I am on to another detail. I was told about this detail by someone in the front office. My current role I would have liked to stay. I previously served in this management role and we are grossly understaffed and really need someone with my experience and skill set. I get the creeping feeling that senior leadership (civil service) are trying to set me up for failure in this new role or push me out. I heard several other senior advisors and director level staff were also asked to serve in this role. What sickens me is that the person who previously held this role is here, at work, in a consultant role making a the salary of a GS-7, not working on this area where they are the subject matter expert. I didn't receive a PD or job description or even who I would report to and when I ask for it in writing, crickets. What would you do if you were me? Do you think I am right to trust my instinct? FWIW, I have worked here for nearly 25 years, have worked in multiple roles in management and supervisory levels and have a good working relationship with my colleagues. I am also adept at working with people from different administrations and backgrounds.

I'm looking for objective advice from other federal employees, especially people who've worked in senior leadership or HR.

I'm a career civil servant with more than 20 years in the federal government. I'm a GS-15 supervisor with consistently high performance ratings, strong relationships across the agency, and a team that regularly receives awards for innovation and performance. I've worked successfully under multiple administrations and have always tried to stay focused on the mission rather than politics.

When the new administration came in last year, I was told my office was essentially dissolving. I was directed (not asked) to go on a detail to another office because I had subject matter expertise they needed after losing a significant amount of management capacity through reorganizations, office closures, and RIF-related changes.

About halfway through the year, I had an unexpected meeting with a political Chief of Staff who told me they'd love to have me back because of my expertise. That caught me completely off guard because my management had previously told me leadership didn't want anyone from my former office. I simply said I was happy to work wherever the agency needed me.

Later, I realized political leadership seemed to believe I had voluntarily taken this detail. That wasn't true—I was directed to do it. It also consisted of a two minute conversation with the head SES whereas junior staff and assistants had two hour meetings and informational interview. I'm a team player and I was happy to help in whatever way possible. We lost a lot of supervisors and staff and they needed an SME. Fine. Happy to go where I was needed. I trusted these civil servants.

Since then, nearly everyone else from my former office has found permanent positions or left the government altogether.

My supervisor submitted paperwork requesting that my position in the new office be made permanent. However, my detail has now expired. When I recently asked my director what the plan was during a meeting with senior leadership, I got a vague, noncommittal response that didn't inspire much confidence.

The explanation I've been given is that it's difficult because I'm already a GS-15.

Here's what makes me question that explanation:

• During the same period, I've watched other employees be temporarily promoted into GS-15 positions.
• I've seen GS-15s hired through noncompetitive hiring authorities or shared certs.
• There are currently multiple GS-15 vacancies due to retirements and departures.
• Yet I'm being told there isn't an obvious path to place me permanently despite already being a GS-15 performing senior-level work.

I also have enough visibility into agency leadership to know this doesn't appear to be coming from the political side. My impression is that some career executives are making personnel decisions that don't necessarily align with what political leadership believes is happening. I'm trying to avoid reading too much into that, but it's difficult to ignore.

I'm not looking to accuse anyone of anything. I'm genuinely trying to understand whether this is simply an unfortunate personnel situation or whether there are merit system, prohibited personnel practice, or even discrimination concerns that I should at least discuss with an attorney.

If you were in my shoes:

• Would you assume leadership is telling you, indirectly, it's time to leave?
• Does the "it's hard because you're already a GS-15" explanation make sense when other GS-15 personnel actions are happening?
• Is there anything about this that raises red flags from an HR or merit systems perspective?
• At what point would you stop waiting and start looking elsewhere?

After more than 20 years with the agency, I never expected to find myself in this kind of limbo. I'd appreciate any perspective from people who've seen situations like this. It's obviously sad that other civil servants are acting like this and blaming it on political appointees.