Can work put me on a performance plan?

[BlackBackpack]

If there was no warning beforehand? Neither verbal or written.

I’ve tried to Google but

I don't know what you mean by a performance plan, but at my job, our performance is constantly being reviewed. I think that's fairly common.

I'm not sure how different your situation is.

As there is no legal definition of a performance plan, then yes. Sow workplaces might have them fir everyone, some might use it fir employees where a need has been identified and some might use it as a pre-cursor to a disciplinary.

Yes

Probably the first step to managing me out the door

Are you on probation?

No

And you have no idea what it could be about?

Yes. Is it a reasonable plan?

There should be clear measurable objectives.

Is it a Performance Improvement Plan?

It's just an opportunity to focus on your weakest areas.

But yes if after working through the PIP and you're still performing below standard then this would be used to shift you out.

Have you been there more than 2 years?

Yes but they should explain at the start point why you’re on a PIP and what you need to do to complete the PIP.

Normally there are a number of stages and you move through those unless the goals are reached. It’s likely you’ll be asked to have a colleague or someone from your union attend the summary meetings.

Short answer yes - although they should be fully supporting you in getting back on track

if you think they want to manage you out start looking for a new role now would be my advice

Exactly this.

They can do this, yes. Although being put on a PIP shouldn't come out of the blue and as a surprise to you. Have there been no conversations about your performance before now?

Yes absolutely.

A performance plan is not part of the the disciplinary process and therefore there is no need for warnings in advance.

However failure to meet targets in the plan could result in disciplinary action.

A good employer will use a performance plan to support you back on to the right track.

However it can also be used to gather evidence to support a future disciplinary.

The performance improvement plan is the warning beforehand.

If you fail to improve inline with the plan then they will move to formal action under your disciplinary process.

As others have said, yes they can. They need tonsetnobjectives, provide supportnfornyiunto meet them, monitor and review. What does the performance or capability procedure say?

The plan IS your warning.

Are you in a union? If so, ask them for advice.

Have no concerns ever been mentioned about your performance before?

''@FatAgainItsLettuceTime · Today 22:04
The performance improvement plan is the warning beforehand.''

I disagree.

Any good manager would and should have raised any issue with the OP's performance early during their usual one to one catch-up meetings and try to resolve them before they became major concerns. This gives the manager an opportunity to find out what could be affecting the employee's performance (illness, issues at home, lack of training and so on) and to make the employee aware that something is lacking in their work.

Putting a performance plan in place is much more formal and a clear sign that the issues are serious enough to consider a potential dismissal. In many cases the plan actually simply means that for whatever reason the company or your manager wants you out and is just going through the motion.

It puts you in a tricky situation if you refuse to go through the process and agree to the plan, but I would definitely request in writing a clear explanation as to why this has been put in place and ask why no prior concerns were expressed about your performance.

I would start job hunting if I were you as well because if it got to that stage, you are unlikely to find your workplace a pleasant environment in the long term.

I agree. Any manager worth their would have had a chat with the staff member before it got to this stage. Is there any reason why they'd want you out OP?

Yes they can do this. I work for a union - I am quite familiar with these and they can often be 'managed' from our point of view with a lot of scrutiny. Are you in a union?