Anyone here get rated a 2 or worse with no specific examples of inconsistent work and a PIP plan with a timeframe (90 days) that was never communicated or discussed by their manager? PIP appears to be underlying and presented in excel. New employee less than 6 months being set up to fail regardless of doing the job.
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As others have said your best bet would be took for another job and focus on self improvement. Best of luck.
@OP, I would secure another position; then let manager know they are incompetent. Also you can submit complaints of the managers incompetence to HR .
@vab+16xN98vd you didn't get a link. You're a liar and a troll.
Not true re: severance...if poster isn't fired for cause and gets separation pay (severance), the minimum is 4 weeks. Read the Employee Handbook.
I got my so-called mid-year review. It was sent to me via a link. I had my review with mgr, made the 60% group, pretty good review to be honest. 4 days later that link was inaccessible. Where in the heck can I find it now, the CP& D tool pretty much is all manager related?
The timeline is:
aug-oct - manager skill building, writing workshops
oct-nov - performance evals, complete "calibration"
nov-dec - comp planning, make comp recommendations, conduct calibration sessions
jan - year end convos, share ratings/comp decisions
feb - objective setting
You are part of the curve. this was all in leadership deck that was presented. lower level managers did not get the deck, it was discussed with them
Consistently Exceeds - 5%
Exceeds - 15%
Meets - 60%
Inconsistently Meets - 15%
Needs Improvement - 5%
Too New To Rate (TNTR) - performance cannot be assessed because the employee was recently hired to company and there is not enough information to assign a rating
- TNTR can only be used in cases where the employee has been employed less than 3 months
- If the employee has been employed less than 3 months be objectives have been defined for the employee, a rating may be appropriate at midyear
Yes timeframe is to be completed by 10/31 and no the goals are not SMART. Obviously I’m going bye bye.
to the OP - have you looked in CP&D to see if what you got in excel was entered verbatim? the way you describe how it was organized in excel is the way it has to be entered in CP&D that way. There is a separate section for rating, one for feedback and one for improvement goals. if someone gets a 1 or 2 in the rating, it is mandatory for the manager to also provide improvement goals. This is not the same as a PIP. If you don't show material progress on the improvement suggestions/goals, you may go on a PIP and/or you may get rated 2 or 1 in the yearend review process. If you don't understand what the improvements mean and how to meet them, you should get that clarified with your manager - what is needed to demonstrate that you have taken the feedback seriously and made progress where it was indicated.
The year end process will start in OCTOBER this year - so not much time...
Agree with @@ncp+16xN98vd. OK to ask others what they think could be going on, but best to check in with your manager to know for sure. It's not just individual contributors who find the mid year reviews etc. confusing, and maybe your boss has never given feedback like this before. Even if it's bad news, to overcome the negative feedback you need to be on the same page. We're supposed to be all about "candor" now, right?
If you reach out, your boss will hopefully be impressed by your proactivity and commitment to improving.
@ vcl here, who asked you for more info. I’ve been here for quite a while and was hoping I could help you, but that’s all new to me unfortunately. One thought is that I wonder if you are under a probationary period, as a newer employee? Standard is 3 months, but there is no law limiting probationary periods.
My other advice, which is nothing groundbreaking, is to ask your manager for clarification. There are laws around PIPs, and I feel pretty certain you have to sign something saying you’ve been given notice of the plan, not necessarily that you agree. And there is all kind of advice that you can find online, but mostly they say to stay calm and professional, and meet with your manager to make sure you understand all points of the plan. Sorry that I can’t help more.
I didn't know Wells Fargo did Pip. (Performance improvement plan).
I was in one at another bank and it didn't work out for me . She was hell bent on getting rid of me anyway.
I think they're useless. My manager was enjoying tearing me apart every week in those one on one conversations. I don't think I will ever consider doing it again. Just count my losses and move on.
No argument I’m trying to understand what Is going on since nothing is being communicated. The policy clearly states a timeframe can only be set for a pip.
Good luck with that argument. Bottom line is you need to meet those goals in 90 days or you'll be put on a PIP and likely rated a 1.
OP here. Actually per WF policy a time frame can only be set for a PIP. I looked it up. That is the only instance they can define time.
That's not a PIP, those are improvement goals. Work hard to meet them or the next step will be a formal warning and PIP.
OP here. Mid term review was presented in an excel template. One tab Actual review another tab rating and another tab was improvement goals that I must administer such as reading policy and become proficient and more proficient in systems. No measurable goals, highly subjective with 90 days to complete. No discussion in the actual review only an email yesterday to ask if I had questions about the “discussed” plan. No explanation or even what happens if goals are not met.
OP I just want to make sure I understand what you are saying. Have you been put on a formal PIP? Sorry, but I’m not understand the part about it being underlying and presented in Excel. Did your manager meet with you and discuss it?
PNC Mellon former employees took this same track under "chainsaw" Charlie. Managers there were encouraged to downgrade employee performance ratings in order to terminate employee or remove bonus pay.
Was the informal PIP plan attached to a written warning?
It may or may not be a fair score, but I would take it as a clear indicator that they will either displace or terminate you. I'd start looking for a new job now. Even if you get salary continuation, it would only be 2 weeks for your 6 months of employment.