Performance Improvement Plan - What are my rights?

[Ray Singh]

I have been working for a government organisation since October as a Senior project manager. Its a fixed term contract which has was 6mths and now has been extended to a year.
I have picked up two long term projects that were in a mess and delivered successfully, however, the paperwork has needed lots of tidying. This was flagged at a recent internal audit, i was given a few weeks to resolve and i managed to turn one of the projects from red to green, however, one project has stayed red.

Yesterday, I was told that I will be placed onto a Performance Improvement Plan. This will start next week with a meeting with HR my line manager and the department manager - who ironically is always too busy to speak to anyone, but has found time to accept the invitation to my PIP.

My thoughts are that the PIP is only issued as i have not delivered as per my agreed objectives. Well, since I have joined 6 months ago, i have on a monthly basis requested my objectives - these have never been issued or agreed. Can they still place me on a PIP if there is no baseline?
Am i allowed to record the conversation or take a colleague in with me?

Any suggestions on what I should/shouldn’t do/say?

My colleague went through similar recently, and left at this point. I don’t have any other contracts lined up, so will have to see this through for a while at least.

Suggestions welcome as I am feeling desperately low in confidence. Some of you will recall that I have experienced similar at other companies recently which was proven to be bullying and harassment.

[davepoth]

PIPs are often (not always) used to make sure the evidence is in place to go to a formal disciplinary/capability process. If you look at the situation you currently have, can you see how the PIP can possibly help to get to a situation where you will be a valued worker rather than a problem?

IMO they're probably looking to manage you out of the door. Sorry.

Ray Singh said:

Suggestions welcome as I am feeling desperately low in confidence. Some of you will recall that I have experienced similar at other companies recently which was proven to be bullying and harassment.

One PIP can be put down to bad luck or incompetence on the part of the employers, but you have had multiple (perceived) performance issues for different employers. Regardless of the merits of the previous situations (I don't know anything about them) you might want to look to see whether there are any recurring themes that could be addressed.

[Dr Jekyll]

davepoth said:

PIPs are often (not always) used to make sure the evidence is in place to go to a formal disciplinary/capability process. If you look at the situation you currently have, can you see how the PIP can possibly help to get to a situation where you will be a valued worker rather than a problem?

IMO they're probably looking to manage you out of the door. Sorry.

+1

[Countdown]

davepoth said:

IMO they're probably looking to manage you out of the door. Sorry.

I don't think it's that bad. RaySingh's on a fixed term contract so if they were looking to do that it would be far easier to terminate the contract.

Ray - the fact that they haven't just ended your contract might suggest that they think the situation is redeemable. What i would do is;

Get clearly defined objectives and timescales agreed at the meeting. They need to be absolutely clear on what they expect you to achieve, and both sides need to agree that these are realistic.
YOU need to let them know exactly what support/training you need in order to achieve the objectives.
You need to agree regular (at least monthly) review meetings over the next 6 months so that both sides are aware of progress.

PIPs are not great bt you may as well use them to the best of your advantage.

[phil-sti]

PIP's are a way of getting you out the door with disciplinary action.

[mr_spock]

When you get to a PIP meeting, you should have any evidence of when you've asked for objectives, guidance, support, meetings etc. Welcome it as a chance to improve, for real. You might learn something about your communication style, your way of asking for help and so on. Even if you lose the job, try to learn from it.

As part of the PIP you should be having regular (weekly/monthly) meetings with your manager and possibly HR to review your progress. Keep your records well - "I asked for a project decision on the 4th, I still haven't had it despite chasing on the 5th and 6th, now this item is red and as it's on the critical path the project is now red. I can mitigate this with changes X and Y, can you approve that now?"

[Vaud]

davepoth said:

One PIP can be put down to bad luck or incompetence on the part of the employers, but you have had multiple (perceived) performance issues for different employers. Regardless of the merits of the previous situations (I don't know anything about them) you might want to look to see whether there are any recurring themes that could be addressed.

Without wishing to sound harsh, there may be merit in this.

"What are my rights?" is your question - vs "Are there contributing factors that mean this/things like this keep happening?"

It may be confidence, assertiveness, communications, etc or a blend of history and personal style that is contributing, but you may want to consider all aspects.

[Gargamel]

You aren,t allowed to record the conversation, but you can usually have a colleague with you if you choose. Although that would be unusual given it is not yet formal disciplinary meeting.

You may take notes.

Ask for a copy of the Disciplinary policy so you know the full procedure end to end, eg would happens if you fail to achieve the PIP requirements.

They aren't looking to manage you out as the contract would allow them to end your employment, albeit with some notice period paid to you.

You mention you haven't been set clear goals, this is an opportunity to be absolutely clear about what activity they are prioritising and what work you need to complete.

Again, in your op you say that some projects have been successfully delivered but the paper work isn't cleaned up. I think you need to go in with a list of what needs to be done, or what the issues are, what is in your control and what isn't.

No manager really knows 100% of all the issues, so be prepared to let them know what you have done, and can't do.

Good Luck, I am aware of many people who have been plCed on PIPs and passed them sucessful once all the issues are known.