Protecting Federal Employees: Ensuring Fair Treatment in Performance Management
Federal employees cannot be terminated for poor performance without warning or an opportunity to improve. Generally, supervisors in the federal government will coach employees about any performance concerns in writing and verbally. The written coaching can have different titles but something to the effect of "letter of counseling" or "documented coaching."
If performance does not improve during this coaching, the supervisor will provide an employee with a PIP. Each PIP should contain the following components:
1. Summarize prior performance record, e.g. prior coaching that resulted in the PIP.
2. Reset performance expectations. Establish deliverables and criteria for success.
3. Communicate the specific expectations to succeed with examples.
4. Establish the time period for the PIP.
5. Identify the support and training available during the PIP.
6. Identify the consequences for failing a PIP.
Your supervisor will closely monitor your performance during the PIP time period. To be successful, you must bring your A game as there is little room for error which of course creates stress for you. It is critical that you deliver your best possible work product in a timely manner.
Sometimes employers fabricate claims of poor performance and PIPs to conceal unlawful motivations like discrimination or retaliation. If you are on a PIP or sense things are headed in that direction call/text/email us today. Proactive intervention is critical as it is easier to dispute a PIP earlier than later on in the process. We've counseled numerous federal employees through PIPs and look forward to learning about your possible case.
