Feedback to peer while on mgmt track
I'm steadily working my way toward management at this very large (40,000+ ee's) company and I'm generally seen as a leader, a go-to person, etc. On my current team, there are two people (remote) who have 5x the tenure I do and one person (local) who has 1 yr less & came from Client Services. She's a relatively recent addition to the team. We'll call her Nancy.
I made a recommendation to my previous boss that he hire Nancy out of Client Services because she seems to know her stuff and has a personality that would likely mesh with the rest of the team. He interviewed her (of course) and she got the job.
Nancy is a very drama-oriented person. Some things aren't her fault. Her 17 yr old brother died of alcohol poisoning at his high school graduation party a few months ago. Her 3 yr old son has cancer and virtually no immune system. Sally, her friend from Services, just lost her 35 yr old husband in his sleep from diabetes complications.
None of those things are things she asked for. I understand that. Meanwhile, though, she's organizing a fund-raiser for Sally's family and she's constantly "working from home" with counseling or child doctor appointments as the reason and when she's in the office, a full 90% of her phone calls are of a personal nature.
There hasn't been one single instance in the last six months when I've needed to talk to her or show her something (she's the new kid & not fully up to speed yet) that she's been at her desk. She's off wandering around, making personal calls elsewhere, taking a long lunch to do errands, etc.
Nancy often tells me that she worked on something for a client until 7 or 9 or 11pm when she's been working from home. My thought, given her in-office habits, is that she's only working those hours because she spends the bulk of the day focused on non-work items.
Then again, with her background in Client Services, Nancy habitually takes on more work than she should. For instance, a CSR will call her with "one quick question" and it turns out to be "this entire setup was done wrong by someone else," Nancy will agree to fix it for the CSR rather than redirect the Rep to contact the CSR Manager or the manager of the person who originally screwed it up.
Now ... I'm obviously not her manager. Her (and my) temporary manager, Will, is in Phoenix and we are in Denver. Will believes we are self-sufficient and for the most part we are but he's taken that to the level of "out of sight, out of mind."
Am I out of line to offer feedback even though I'm not her manager? Is it inappropriate to offer feedback to Will about Nancy's professionalism? (Or is that "throwing her under the bus"?)
I want her to succeed - not only because I was the one who recommended her but also because she's a good person & really needs the job (especially when the kid's medical bills are $20k/yr out of pocket.)
Thoughts? Ideas? Comments? Suggestions?