How do I deal with a current reservist field grade Officer who constantly challenges every decision I make in the civilian world?

2020-06-26T19:51:35-04:00

He and I work together and With my 30 years plus experience with our company I am considered one of the top in my profession. I Instruct, Evaluate and Certify individuals to perform our job through Federal certification and Company authorization. He keeps providing input and suggestions which are sometimes adverse to our situation and won't take No for an answer. I explain why and get but ...if... from him. I am required to review his performance since he has only been with the company a short time. I do not want to damage his career and I do respect his military rank but his civilian role as a subordinate is putting me a tough position. If I were totally honest it could reflect badly on him. He is very good at his military job and not bad as his civilian job. I can't seem to get through to him. He doesn't seem to have much consideration of my 42 years in the profession and 30+ years at our company.

I have Trained, Evaluated and Certified many individuals who were very high ranking military officers prior to retiring and some are still active in reserve units. Never have I run into a situation like this. All previous individuals have become friends; respect my position, knowledge and experience.

Any suggestions on how to handle this dilemma?

Response by SGM Bill Frazer made Jun 26 at 2020 9:51 PM

2020-06-26T21:51:28-04:00

Look, his rank means nothing in your company, Pull him aside and explain the facts of life- "Keep punching holes in the Bosses ship and I will sink your boat!"

Response by LTC Private RallyPoint Member made Jun 27 at 2020 7:45 AM

2020-06-27T07:45:54-04:00

His rank doesn't apply at your civilian employment and he should be treated as such. Pull him aside once for a courtesy warning, then call his stupid ideas stupid in front of everyone.

Response by LtCol Robert Quinter made Jun 27 at 2020 11:12 AM

2020-06-27T11:12:04-04:00

Your TRAINEE will be representing your company's program and your competence as an instructor once you certify him. No matter if he works with civilian or government organizations in his new position, his military status or performance is not relevant. He has to learn to operate under the parameters your company lays down. A private "counseling" session is in order.
You mention you have been less than diplomatic in the past. If this individual needs a 2X4 hitting his head to understand, I can send you one, but your and your companies reputation are at stake. If a trainee is disruptive and unwilling to work within accepted and established parameters, perhaps he is not appropriate for the position he seeks.

Response by MSgt Neil Greenfield made Jun 27 at 2020 3:07 PM

2020-06-27T15:07:31-04:00

Are you his direct manager? If not, speak with his manager. If you are, then maybe you need to counsel him. You say he's been with the company a short while. He must have some value to whomever hired him. Talk with the hiring manager. Discuss with HR (nothing specific) about what is going on and what their recommendations are. These are just some thoughts of mine. It will reflect on badly on you if you let this go on.

Response by SP5 Peter Keane made Jun 27 at 2020 4:08 PM

2020-06-27T16:08:20-04:00

I see no dilemma, he is a subordinate, you have no military rank at a civilian job.

Response by SSgt Christophe Murphy made Jun 27 at 2020 4:59 PM

2020-06-27T16:59:43-04:00

There is a separation between day jobs and side gigs.

Sounds like he is blurring the lines.

At the end of the day you have a job to do and as long as it is your professional opinion and not a personal opinion it sounds you are obligated to rate his job performance without bias.

I would recommend making the appropriate job rating but also loop in HR and Military EO into the mix to ensure that there isn’t any retribution on his end.

Response by COL Vincent Stoneking made Jun 28 at 2020 11:40 AM

2020-06-28T11:40:07-04:00

I think everyone else nailed it, but to pile on (I'm now retired so I no longer "Caveat what the SGM said. :-) ) , your subordinate's military rank is 100% irrelevant to this scenario. Were you both mil--techs, there would be some nuance and I would have questions about grade inversion, but that's not the case. Your subordinate is not a field grade. He is Joe, or Jim, or Stan.

I'm a bit unclear if you are his supervisor or 'just' his instructor. The answer to that question and your company's norms might add some nuance to your response. However, at its core, your response is some version of "I represent and speak for the company. You need to accept that and get with the program. Constructive feedback is welcome, at appropriate times. However, once clear guidance has been given, it's time to get on the company train. I think you have the potential to excel here, but right now your actions are putting you in danger of not doing so. Since I don't want to lose you, please change that."

Response by CPT Private RallyPoint Member made Jun 28 at 2020 5:07 PM

2020-06-28T17:07:49-04:00

Separate your civilian and military experience with the individual and rate the soldier/person accordingly in their separate roles.

Also have a candid discussion with the individual about your experience with them. Nobody deserves to be blindsided with negative reviews when no candid conversation occurred prior.

If you find yourself unable to give an unbiased review, disqualify yourself from reviewing the individual, and explain to your command why you are unable to review the individual. Either command will support your decision, or they'll ask for your feedback anyway, but they'll know that there are other factors influencing your review.

Response by 1st Lt Rick Gauthier made Oct 2 at 2020 7:01 PM

2020-10-02T19:01:40-04:00

Short update on the individual in question above. I heard from another airline captain whom I highly respect. He is also a line check airman and instructor like myself. He came to me with the issues I extolled above. The other instructor has no military background and also came down hard on him with little effect. He also told me two other captains had the same issue. I fear if his attitude does not improve he will find himself unemployed and with a significant black mark on his record. Under new FAA Rules (about 10 years ago this started) we are required as a company to request and submit training and flying records under PRIA (Pilot Records Improvement Act). For his sake I hope he figures it out.