Anyone know Accenture’s formal IP/PIP process?
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My short experience with the PIP process: I went from TP to PIP and back to TP all because of negative feedback from an especially horrible SM. The SM tried to extend me on a project without even talking to me first, and when I refused to extend he retaliated by submitting negative feedback. My PL disagreed with my PIP tagging and so immediately submitted the “they’ve improved” form, and then I was off PIP. My understanding is that you remain on PIP until your PL can submit a case for your removal.
I had a really similar experience with a horrible SM! Promised me support for promotion and praised my work all throughout the project, but turned sour when I refused to wait on standby and let my chargeability suffer until the next SOW was signed (it took months). SM never put me up for promo despite assurances and I had to find out through my PL after the fact.
What specifically do you want to know. IP improve performance is a talent outcome typically given to the bottom 5-10% a handful of people are true IPs and get put there the rest are pushed there for quotas and are simply the bottom of the list. That can also be because of poor metrics like chargability etc. if you get IP regardless of why you have to have an action that is either
(1) a plan - PIP or CDP ( career development plan)
(2) transition out or to another role ( don’t see the later happening much)
A PIP is a formal process that documents a plan of actions to improve within 30/60/90 days. HR and your people lead issue it to you with the warning that it may end in termination ( they have to for legal reasons). Your PL will then manage it with you. I am not saying people can’t be successful and get off PIPs they absolutely can but there is also a fair amount that get let go during or at the end of the PIP. You may also choose not to work with the PIP and resign yourself once heard it referred to as a ‘paid interview period’ thought that was clever tbh … worth noting HR won’t disclose you are on a PIP if you ask for a reference
This is a very helpful reply, even I am in the same situation. The note that you added that HR don’t reveal PIP during references, does that also apply if the PIP leads in termination?
Super helpful, thank you