Detailed Into a Job You Were Never Trained For — Then Disciplined for It

Some CDC employees are being detailed into senior roles they were never trained for — and when their performance suffers, they're facing disciplinary action. If that's your situation, here's how to think about it.

What's Happening at CDC

With federal hiring frozen to a trickle, the CDC has been filling critical vacancies by detailing existing employees into positions far outside their training and experience. According to Federal News Network, that means epidemiologists, scientists, and specialists getting placed into senior management or specialized roles they've never held, often with minimal preparation.

One employee described a position that reviews the scientific content of papers and presentations before public release, noting that it requires "a deep working understanding of our subject matter" — and that detailees have had "a steep learning curve," causing delays in getting material out.

Three Facts That Should Get Your Attention

First: many of these details are running past the 120-day mark, and employees are being told they cannot return to their permanent positions yet. Second: training for the new role has been minimal in many cases. Third — and this is the one that matters most — some of these employees are now facing disciplinary action because their performance dropped in roles they were never prepared for.

This Is a Management Decision, Not a Performance Problem

If you were pulled out of the work you know, placed into a role you were never trained for, given little preparation, and then evaluated as though you should have been immediately proficient — you did not fail. That is a management decision, and the consequences are being handed to you.

That framing matters because how your agency characterizes what happened — as a performance deficiency versus a foreseeable result of a management choice — has real legal implications. Performance-based actions and adverse actions each carry different procedural protections, and how the record is built from the beginning affects what options you have.

What to Do If This Is Your Situation

Document everything: when the detail began, what training you were or weren't given, what communications you received about when or whether you could return to your position, and any performance-related communications. That record matters.

If your agency has issued a performance improvement plan (PIP) or any written notice of performance concerns in connection with a detail, consult an attorney before responding. What you say — and how — can shape your options going forward.

Southworth PC represents federal employees facing performance actions, adverse actions, and RIFs nationwide. Subscribe to our free newsletter for updates on federal employment law.

Legal Disclaimer: This post is for general informational purposes only and does not constitute legal advice. If you are facing disciplinary action or a performance-based action, your specific circumstances matter and this post does not address them. Consult a qualified federal employment attorney for advice about your situation. You can reach Southworth PC at attorneysforfederalemployees.com.