- Joined
- Mar 30, 2012
- Messages
- 636
Does a pip (performance improvement plan) replace corrective action? What is it exactly and is it the same as corrective or ?
It’s between a performance conversation and a CA. It’s not necessary to put someone on a CA and it’s more a tool/resource than a requirement. It’s basically saying fix XYZ or you will be placed on a corrective. Also some leaders use them instead of a performance conversation. Either a conversation or a PIP can be used to initiate a CADoes a pip (performance improvement plan) replace corrective action? What is it exactly and is it the same as corrective or ?
I think of it more as an actual thing to help a person improve, that’s how we do it with my team, since I have seen people put straight from PDDs to a corrective if we wanted them out the doorIf you are out on a PIP you are on your way out the door. Its just a way of them covering themselves so they can say they tried to help you improve but then they fire you anyway.
I was gonna say friends of Gladys Night... but that woulda been wrong.
Did they change the name when we switched to workday?PIP = PDD
I think there is a difference the pdd tm's dont see. The pip gets released to tm to acknowledge.PIP = PDD
PIP is not PDDPIP = PDD
I think there is a difference the pdd tm's dont see. The pip gets released to tm to acknowledge.
PDD is now a “ Performance conversation”. There are 3 things now:There is no PDD anymore since the move to Workday. Performance conversation is now a Performance Improvement Plan.
Just like PDDs, PIPs are not to be shown to the TMs. The only "write ups" that a TM will see is a CA or a Final.
So, PIP takes the place of PDDs, while also encompassing correctives and finals
If you have had some Performance coaching’s from your store director. Can you be placed on a final CCA without being placed on a regular CCA