well, so I just uploaded yesterday's entry and now we begin today's entry... the frustration of working with idiots as managers almost got to me this morning, but when I remembered how weak they are (they won't look you in the eyes, they give ridiculous ultimatums, they have no backbones, and they try to cover up their incompetence with fraud and hope nobody has enough experience or insight or education to understand what they are doing (or they hope nobody has the guts to call them on it)... so after my shift is over and while I am helping someone with something on the computer (that I don't have to do), they guy I am helping remembers that I got a message that the DON wants to see me... so afraid of confrontation, the DON left messages for days through people on other shifts instead of calling me and addressing me directly... so the performance evaluation saga continues and this is how the conversation went:

DON: "M (current lead tech who is asked to do the manager's job because they did away with middle level managers last month) turned in the additional trainings that A (former mid-level manager who did not turn in sign-in sheets for the monthly trainings, therein leaving staff without the necessary number of annual training hours, therein giving the organization the right to 1. without any pay increase, 2. lower the performance rating and therein lower the eventual pay increase, and 3. insert a plan of correct into the evaluation that identifies unsatisfactory performance in the area of training into the permanent record) was supposed to turn on and my record is still short by three and a half hours and I will still have to sign the performance improvement plan of correction."

ME: (knowing that M turned in 7 hours and another acting manager turned in 2 hours and I already had 32 hours) "I am not signing anything that suggests I did anything wrong when I did nothing wrong, nor will I sign anything suggesting I need a plan of correction when I did nothing requiring correction."

DON: "If you don't sign this it is grounds for termination."

ME: "So terminate me."

DON: (to the DHR on the phone) I have Ric here in my office and he is refusing to sign and he's upset, could you come talk to him?"

ME: "You seem to have missed the point. You insist on putting a plan of correction into my record when we all agree I did nothing wrong and that a managerial error caused the appearance of an inadequate number of training hours for me. Management needs the plan of correction. I will not sign a paper accepting responsibility for managerial incompetence."

DHR: "Please understand that when we are audited your record must have a plan of correction since it does not have the mandated 40 annual training hours."

ME: "Please understand that I attended every meeting and training management set for me, and it is not my responsibility nor is it for me to correct the fact that management did not keep accurate records.

DHR: "You are right. I understand why you are upset, but we need to resolve this. If you can come up with any documentation to add to your file to prove you did the training, we can tear up the plan of correction.

ME: "Where can I get blank training sign-in sheets?"

DHR: "I have some in my office."

ME: "Let's go to your office."

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