Help with PIP

[user1489844432]

I would appreciate some guidelines on PIP process. I need to take one of my direct reports through the process but dont have any experience of it and to make it more difficult the issue is with behaviour like being proactive or attitude. I tried to seek HR support but they proved not very helpful.

In all fairness I dont have to go through the process as employee is with the business less than 2yrs but I guess I want be fair and give a fair chance.

I am after some good guidelines and examples if possible.

My email is [email protected]

Many thanks!!

Do you mean PIP or Access to Work? Or both? I would contact Benefits And Work who do an excellent guide for about £20, and get an occ health assessment and AtW one if you haven't already, then any organisation that supports people with the relevant issues (National Autistic Society, possibly?) It generally takes six months or so to get PIP by the time you've got a form, completed it, waited for an assessment and they make a decision.

I mean Performance Improvement Plan. Apologies if I wasnt clear.

Can anyone help?

Acas has performance management guidelines which may help you, but you really should get better support from your HR team as your company should have a policy on this i.e. how long a plan is in place, how often it should be reviewed, how it should be documented etc and what the next steps are if there is no improvement.

I finished one off that another manager had started but quite a few years ago now. What I can remember is that they need to already be aware that their performance is lacking, the plan needs to set out precisely what they should be doing and what they need to do to improve, including courses, training etc, and what their performance should be like at the end. I think it was over about 6 months but had monthly reviews with everything written up.
The most important thing was that the consequences of failing the pip had to be set out at the start, ie dismissal, and understood by the employee.

OP you need to hold HRs feet to the fire on this one. Why are they not helping you with guidelines on how the organisation runs performance improvement, that's their job?

Slightly concerning that you’re dealing with something that determines whether or not someone loses their job and you have to ask MN how to do it. You need to speak to someone in your organisation or your HR partner.