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From my experience (technology), PIPs are largely a thing of the past, after a performance round there are basically 2 outcomes: IP-Transition & IP-Improvement, IP-transition nowadays basically results in an exit interview (it used to be 2 in a row but seems to be first time round now) at this stage most people are exited, if there are mitigating circumstance as to why you got an IP (family tragedy, illness etc), then to avoid ACN getting sued, the meeting normally ends in a written warning with some quantifiable metrics you have to meet over a set period of time to keep your job. IP-Improvement leads to some HR fudge called a CMD, this is basically a People lead driven ill defined process lasting 3 months where at the end your People Lead decides whether you passed or not, unless you are absolutely tragic, everyone passes. In answer to your question, these are only triggered as part of the TD outcomes. Although in the case of Transition, the exit interview happens before tell day usually.
Rising Star
Sorry I think my app glitched - the reply wasn't for your thread.
Rising Star
I’m so sorry for your loss OP. My dad died last year so I know a little about what it’s like. You cannot get formally IP’d outside of a PA round, no. But engaging with this feedback is really important.
Feedback is the food of champions. Take the feedback, change project, and make sure you have the most positive way possible to tell the story.
I would say bereavement absolutely counts as a valid reason for a temporary dip in performance. As long as you can show you are bouncing back, at your own pace of course. Firm was very understanding with me
Thank you SM1, hope you are doing ok x
Also would you know when the next PA round is?
Conversation Starter
Good question. Wondering the answer myself
Conversation Starter
I am
Rising Star
A2 is correct. I have only really seen ‘carer management discussions’ (CMD) after an IP (improve performance) outcome at a PA round. But regardless, 2 IP in a row and you may be out.
As with all things: work on chargeability. If you are above target then much less likely you get IP.
PA discussions (in 9 years I’ve seen them) go like this:
1. everyone discussed. People enjoy talking about promotes. Then we all realise we have no IP yet and we typically need a small number. First, any famous screw ups *where the person is totally unapologetic and is self destructing* is proposed for IP.
2. This is not enough IPs. Look again at all performance. Look at those below target chargeability. Most have good reasons. Very sympathetic discussion of all mitigating circumstances.
3. look at those without mitigating circumstances. Or less good reasons.
4. Agree that chargeability is not everything and we need to think about the whole person.
5. realise that this would require subjectively judging someone’s ’whole person’ in order to find an IP. This seems very personal and awkward.
6. IP the people with low chargeability and no mitigating circumstance (need to emphasise how incredibly accommodating people are about mitigating circumstances. Actually pretty nice. But these are typically non-business related like personal situation. If it is just ‘the sale of a project fell through’ that is less good as plenty of people suffer that but then get restaffed quickly). This allows us to de-personalise the whole thing and hide behind the numbers. No need to look someone in the eye and say ‘I chose to IP you’. It becomes ‘nothing I could do, mate. Chargeability is chargeability’.
Thanks all for context I joined the firm in Autumn last year, passed my probation in April. Joined an awful project since, and I assume I can’t be IP’d until my next talent discussions next year?
Also I’ve already told my manager, I want to change projects.
P.S. My parent passed away earlier in the year.