Performance Improvement Plan

Masomnia

JPin said:

I honestly don't expect to make it to my maternity leave now which is very worrying.

Do you feel like the targets set are achievable? Are you worried you won't reach them?

They'll still have to pay your SMP even if they do dismiss you once you pass the 15th week before the expected week of childbirth, this is worth checking.

I agree with Tellit though. If they have an issue with your work it wouldn't be right not to address it.

nicechap

JPin said:

Hi All, - has anyone been put on one of these before? I have recently, it was disappointing but not overly surprising. My role was sort of external to the mainstream team and was not very productive.  My boss was not nasty or anything about it, he put down 4 items to be achieved within 60 days, the items are more specific to the job I should be doing.  On the document received or during the discussion there was no hint of what would happen after that if I was deemed unacceptable. Furthermore, I was due to go off on maternity leave for six months at the start of December - this was approved. So I have no idea where any of this leaves me now.
Has anyone any advice?

You said in January that your boss didn't know what you did, and your job was surplus to requirements.  Did you follow any of the advice given like giving him monthly update reports?

https://forums.moneysavingexpert.com/discussion/6092381/job-not-working-out/p1

As others have said, PIP are generally used to help employers KEEP people they think can be of value to the organisation.  People who CANNOT (as opposed to will not) do their job can then be managed out/ redeployed to more suitable roles as both sides agree.

Achieving 4 things in a role that is surplus to requirements doesn't sound too onerous.

Cptralls

I think I can remember you from earlier in the year. It doesn't sound like your boss wants rid of you, this will hopefully help you along. I think if the PIP is really serious there would be some consequences outlined in the document. That's not to say you shouldn't treat this seriously. 
On the maternity leave point, 60 days takes you to mid October, I'd be shocked if you were let go. What usually happens is a company might attempt to offer some employees a financial package to leave at the end of the PIP if unsuccessful. 

blakeyboy72

I put someone on these once as i saw their potential but their work wasn't up to the required standard.  I'd tried the gently gently approach with little success.  So, creating one of these which clearly stated the goals had the desired effect of clarity and shoving a rocket up, well you know where.   After that time the employee lasted another 18 months before pursuring a different career altogether.    
My advice - if you are unclear about any of the 4 tasks then, in writing, ask for more clarity/check understand e.g. "so you want me to do X, Y, Z / the results you want to see are....." and then do them.  That way you are likely to be kept on. 

TBagpuss

Ideally, you will be meeting with your manager during the PIP to see how you are doing against the things set as targets.

- What you need to do is to discuss with them *now* if you feel that any of the 4 things are unachievable or need further training / input form anyone else.
- Make sure that you clearly understand what is expected and how it will be measured
- check in regularly with your manager. As k for a review perhaps after 2, 4 and 8 weeks to see how you think you are doing against those 4 tasks / points and how your manager considers you are doing, so that if there are any difficulties you know and can address them early on in the process.
If you are put on the PIP it *can* be the first step to dismissal but equally it s often that the employer does in fact want to get you to the point where you are doing the job well and they can keep you on. 

Cptralls

TBagpuss said:

Ideally, you will be meeting with your manager during the PIP to see how you are doing against the things set as targets.

- What you need to do is to discuss with them *now* if you feel that any of the 4 things are unachievable or need further training / input form anyone else.
- Make sure that you clearly understand what is expected and how it will be measured
- check in regularly with your manager. As k for a review perhaps after 2, 4 and 8 weeks to see how you think you are doing against those 4 tasks / points and how your manager considers you are doing, so that if there are any difficulties you know and can address them early on in the process.
If you are put on the PIP it *can* be the first step to dismissal but equally it s often that the employer does in fact want to get you to the point where you are doing the job well and they can keep you on. 

Inclined to agree with this, I do think with the OP going off on maternity leave in December the timing is strange. 
My understanding is if you have maternity or paternity leave agreed it'll be more than likely to go ahead. 

TBagpuss

It may be that they think there is time to address the issues before OP goes on leave and they want them to be able to do the job ell for the next 3-4 months and then come back able to do it effectively. 

Also, if OP is under performing, why leave it months before trying to address it? It's not good management to let someone under perform just because they are going to off on another 3 or 4 months time.

JPin

Thanks guys, lots to take in. My 60 days start on Monday 3rd August.