I was wondering what this community might think about Performance Improvement Plans (PIPs). For context, I am referring to a specific document that an employee receives when it is decided that they are not meeting some of the requirements of their position. It is not a general yearly or periodic review.
In the past, I have seen certain employees receive a PIP, and end up changing their actions and improving their performance for a long enough period of time for it to not be considered a "temporary improvement". However, I have also seen other employees receive a PIP and make no changes to their behavior, resulting in their dismissal from their position.
I can only conclude that the value of the PIP depends on how much the person receiving the plan cares about receiving it.
What do you think?
Is there any value to a Performance Improvement Plan, or is it simply a formal way to start the process of removing someone from a position? ------------------------------
Christopher Seigel P.E., M.ASCE
Civil Engineer
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