Performance Improvement Plan

[buildingafort]

Hello

I am looking for some advice really from members on my current work situation.

My previous company was acquired two years ago by my current company. I was TUPE'd over as part of the process. I had worked for my previous company for five years - always given a good or high performance rating throughout and even promoted twice.

During my first year with this new company I was given a good performance rating. For this previous year, at the mid-year cycle, I was told that I was on the right track by my then line manager, so was expecting a good or high performance rating at year-end review too. However, a couple of months prior to my year-end review a new line manager took over subsequently gave me a extremely poor performance rating - the lowest possible. All sorts of points were brought out to justify this decision - which I felt were unfair. In the end, I even made it clear on my performance management form that I did not agree to this rating. I decided there that I would start looking elsewhere.

Last week I was told that as a result of my extremely poor performance rating, I would be put on informal performance management plan (PIP). I raised no objections as I was unsure what this actually meant. I have since come to understand this is usually a move used by companies seeking to dismiss an employee and avoid unfair dismissal claims. I'm clear this applies to a formal PIP which is usually accompanied with a dismissal condition if the set objectives are not met. Plus this is also all recorded on your employment history and any employment reference.

What is an 'informal' PIP? They've set-up a kick-off meeting for tomorrow and I'm not quite sure what to expect.

As I said above, I do feel that the extremely poor performance rating was unfair and so is the initiation of this process.

Should I look to file a grievance with HR? Should I do so prior to attending the kick-off meeting? I read somewhere that once I attend any meeting it means that I'm accepting the process.

I have decided that if I'm presented with a formal PIP accompanied with a dismissal condition, I will not be agree nor sign. What would usually follow?

Would appreciate any insight or advice.

Thanks

 

[Newchodge]

What would usually follow you refusing to sign would be performance monitoring in line with the PIP and ultimately dismissal if you don't meet the conditions. It doesn't matter whether you sign it or accept it or not. Your employer is telling you about it, not asking your permission.

When was your year end performance review? Did you do anything other than write on the form that you did not agree? Did you raise it with anyone other than your new line manager? Did you raise it with HR? If you did none of these things, all I can recommend is that you attend the meeting with a copy of the performance review if you have one, and raise the issue as part of the kick off meeting. Unless the meeting is just with your line manager, in which case that would be pointless.

 

[buildingafort]

OK, thanks. I had an quick chat with my line manager this morning to gauge if this is a necessary step and if things can be sorted out without it. I have been told this is an informal PIP i.e. HR will not be involved. It will be between my line manager and a couple of senior executives. If I do not meet the requirements then a formal PIP will be put in place with HR with accompanying disciplinary action. I asked if this will be recorded on my employment history and any employment reference should I resign and give notice during this period. The response I got was 'it shouldn't do as it is informal, but I will check...'

My year-end performance review was in mid February. I raised my objections verbally to my line manager but made more general comments on my performance management form. No I did not raise the issues further with anyone or HR. I made up my mind that I'll would leave as soon as another opportunity came up. So saw no point. Most likely even if I did raise with anyone or HR it would have made continuing to work here difficult. Management and HR are in cahoots here. Nevertheless, I will take my performance management form with me but I see no point as even when I reiterated it this morning, my line manager was unresponsive. Apparently, they have e-mails from peers and other managers that shows that my work was sub-standard last year. Which is not what was put to me in communication during the mid-year review. Apparently, there are even e-mails that show that my work is not to standard even for the last three months!

My summation is here is that I'm being pushed out due to personalities clashes and my performance is being downgraded so it can be used to make me leave.

 

[Marco Boogers]

Hi what happened with this?