Performance Improvement Plan (PIP)?

[swatchgirl]

What is a PIP, what does it mean for a retail pharmacist to be placed on it (due to "work flow inefficiency") and does being put on a PIP automatically mean termination after a month?

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[npage148]

No HR will say it leads to termination but rather to help you improve. But yeah, they lead to termination. Unless you can meet everything listed 100% perfext

 

[wagrxm2000]

It's a performance improvement plan. Your manager will be meeting with you (should be weekly) to discuss how you are doing and they should be telling you each time what you need to improve on. If by the end of the P.I.P you haven't improved, you will be let go.

 

[jblil]

A PIP is often the kiss of death. They are used to document the employee's shortcomings so that there is a paper trail for the eventual lay-off or firing. Where I used to work, we called a PIP "the measured mile". I was in management, and I have never seen a person survive a PIP. But that was for one (albeit very large) computer company.

If you're on a PIP, dust off the resume and jump ship before the hammer drops. It's easier to get a job while you are still employed.

 

[owlegrad]

The only people I ever put on PIP's were ones I wanted to get rid of. Otherwise I just had conversations or at worst verbal warnings.

 

[wagrxm2000]

I have had people improve enough to keep their job so it is possible.

 

[lord999]

The formal policy for a PIP is that someone served it is formally given notice that they are underperforming or screwed up royally. The underperforming get counseling and meetings to discuss meeting targets with an understood formal and informal evaluation process now in the works. The screwed up royally get notice that they are on probation and any infraction can be a termination offense from this point forward.

Technically under the PIP (if the HR isn't completely incompetent), as a supervisor, you still have to demonstrate that the person under the PIP continues to either not meet performance expectations or screwed up again to be an actionable termination report. And, due to the extremely antagonistic labor relations PIP notifications work, you only do this if you actually want to fire someone and need to gather the documentation. There are plenty of alternative disciplinary routes that are not as confrontational. In the civil service, even starting one usually means that HR/OPM would be ok with the separation for (lack of) performance and this is just a pathway. It's considered extremely bad practice if the PIP is used just a performance improvement tool, an off-cycle, ad-hoc performance appraisal is used in the more positive circumstances in Walgreens and the civil service.

I agree that it is not always a guaranteed termination, but it leans toward that. If you ever get served with one, take it seriously that termination is a probable endpoint unless something changes. (And literally that, you'll get your supervisor removed if that's the case too.)

To avoid this sort of situation:

 

[Hope1974]

What is a PIP, what does it mean for a retail pharmacist to be placed on it (due to "work flow inefficiency") and does being put on a PIP automatically mean termination after a month?

Look for a new job now and quit them b4 they quit you. Or you can learn from experience.

 

[RxPreceptor]

Not keeping up with metrics can result in termination in community settings; doesn't matter how competent or thorough you are when verifying. Your profile signature & work flow efficiency comment gives me the impression you fall into that category of pharmacists who may be tempted to call MD or patient about every trivial DUR precaution (hospital might be a better setting). Take this seriously like others have mentioned

 

[M0df]

As others have said, you are probably headed for unemployment with these things. You posted earlier that they were trying to move you to different stores etc. Did that happen?

 

[Doxazosin]

I can't speak for all chains. I work for Rite-Aid. I was told that they need to have a certain percent of pharmacists on a PIP at the district level at any given time. The way they typically do it is to put you on a PIP, then observe if you improve. If you do actually improve, you MIGHT keep your job. If you don't improve, they simply cut your hours very slowly until you leave (if you're paid hourly). They will cut hours so that you will quit and they won't have to pay unemployment.

 

[BenJammin]

It's even worse when they ask you to do a PIP and then only follow up with you once or twice for an entire year. You're finished.

 

[swatchgirl]

No they didn't move me.

As others have said, you are probably headed for unemployment with these things. You posted earlier that they were trying to move you to different stores etc. Did that happen?

 

[swatchgirl]

It's even worse when they ask you to do a PIP and then only follow up with you once or twice for an entire year. You're finished.

What do you mean by "and then only follow up for an entire year"? I thought a PIP is 1 month long, 2 months tops. It has been a week since the verbal meeting. They have yet to put all the terms down on paper for me to sign, but that was my understanding.

 

[swatchgirl]

I have had people improve enough to keep their job so it is possible.

Were they salaried full-time RPhs? How would you define "improve enough"? Does it mean to not only meet but to exceed the standards of the PIP? Do they let the Rph know on a weekly basis how they are doing and whether they are improving, or do they just observe you quietly for 1-2 months without any feedback?

 

[swatchgirl]

I can't speak for all chains. I work for Rite-Aid. I was told that they need to have a certain percent of pharmacists on a PIP at the district level at any given time. The way they typically do it is to put you on a PIP, then observe if you improve. If you do actually improve, you MIGHT keep your job. If you don't improve, they simply cut your hours very slowly until you leave (if you're paid hourly). They will cut hours so that you will quit and they won't have to pay unemployment.

I am salaried, is that the same as hourly or no?

 

[swatchgirl]

Look for a new job now and quit them b4 they quit you. Or you can learn from experience.

They said they like working with me and would rather keep me at their store than to deal with other pharmacists. They just need me to improve to meet the standards of the PIP and then supposedly I can stay and keep working. Should I trust what they are saying or should I still quit?

 

[ChalupaBatman86]

They said they like working with me and would rather keep me at their store than to deal with other pharmacists. They just need me to improve to meet the standards of the PIP and then supposedly I can stay and keep working. Should I trust what they are saying or should I still quit?

This is what a manger who is uncomfortable delivering corrective feedback does. They deliver a mixed message or sand bag it. You should look for a new job.


Sent from my iPhone using SDN mobile

 

[wagrxm2000]

Were they salaried full-time RPhs? How would you define "improve enough"? Does it mean to not only meet but to exceed the standards of the PIP? Do they let the Rph know on a weekly basis how they are doing and whether they are improving, or do they just observe you quietly for 1-2 months without any feedback?

Best advice, you need to make sure you are doing everything they ask. Don't let them do the PIP and expect them to help you.

Once a week there should be a meeting, if not, ask for one so you can go over everything. PIPs are documented so if they say you are improving, make sure that is what gets put in your PIP.

Sometimes the manager just doesn't like an employee unfortunately. You need to let them know you really want to keep your job and will improve on anything they ask.

 

[BenJammin]

What do you mean by "and then only follow up for an entire year"? I thought a PIP is 1 month long, 2 months tops. It has been a week since the verbal meeting. They have yet to put all the terms down on paper for me to sign, but that was my understanding.

A PIP usually involves a plan then multiple checkpoints to make sure you are making progress.

 

[swatchgirl]

A PIP usually involves a plan then multiple checkpoints to make sure you are making progress.

They said they will meet with me on a weekly basis to monitor my progress. They didn't say on which date of the week exactly.

 

[swatchgirl]

Best advice, you need to make sure you are doing everything they ask. Don't let them do the PIP and expect them to help you.

Once a week there should be a meeting, if not, ask for one so you can go over everything. PIPs are documented so if they say you are improving, make sure that is what gets put in your PIP.

Sometimes the manager just doesn't like an employee unfortunately. You need to let them know you really want to keep your job and will improve on anything they ask.

Okay, got it. Thanks for all the advice.

 

[wagrxm2000]

What is a PIP, what does it mean for a retail pharmacist to be placed on it (due to "work flow inefficiency") and does being put on a PIP automatically mean termination after a month?

It's been a month. How are things going? Are you actively talking to them about how you're improving?

 

[swatchgirl]

It's been a month. How are things going? Are you actively talking to them about how you're improving?

The PIP has been extended for 1 more month. My numbers this past month were okay, my verify by promised time is currently at 88%. We are meeting weekly to document my progress. I'll update again in a month.

 

[wagrxm2000]

The PIP has been extended for 1 more month. My numbers this past month were okay, my verify by promised time is currently at 88%. We are meeting weekly to document my progress. I'll update again in a month.

Are they telling you things you still need to improve on?

88% is better then what most pharmacies achieve, they can't complain about that.

 

[swatchgirl]

Are they telling you things you still need to improve on?

88% is better then what most pharmacies achieve, they can't complain about that.

They want to see me keep up the 88% for one more month, and ideally bring it up higher. Our goal is 80%, which is what I had maintained before I started the PIP, but they said I am terminated if I ever allowed my 88% to fall back to 80%, not just for the duration of the PIP but from now on until retirement. They said by extending my PIP they want me to prove my consistency (and endurance). Since the PIP was initiated, I had 88% verify by promised time for four weeks straight (with flu shots also above goal), then on the fifth week, I had a bout of fatigue and nausea at work that my percentage fell back to 80%, so they extended my PIP for that very reason. The nausea is getting better though. I am 14 weeks and 3 days and I hear the second trimester will see a drastic reduction of nausea. So we'll see.

 

[Gombrich12]

Sounds like you are being set up to be fired if you are meeting the goal metrics and they are saying it isn't good enough. It's also very suspicious that they would not let you transfer stores and told you they wanted to work with you there. You may want to consult with a lawyer, especially considering that you were put on the PIP after telling them you were pregnant.

 

[Momus]

They want to see me keep up the 88% for one more month, and ideally bring it up higher. Our goal is 80%, which is what I had maintained before I started the PIP, but they said I am terminated if I ever allowed my 88% to fall back to 80%, not just for the duration of the PIP but from now on until retirement. They said by extending my PIP they want me to prove my consistency (and endurance). Since the PIP was initiated, I had 88% verify by promised time for four weeks straight (with flu shots also above goal), then on the fifth week, I had a bout of fatigue and nausea at work that my percentage fell back to 80%, so they extended my PIP for that very reason. The nausea is getting better though. I am 14 weeks and 3 days and I hear the second trimester will see a drastic reduction of nausea. So we'll see.

Wow, you are meeting 80% target and they still bullsh1ting you, telling you can't go less than 88%. Ask them who else is on PIP with a minimum target of 88%? I bet there isn't one. Someone doesn't like you. I would line up for another job after your maternity leave. I wouldn't want to stay under that terms. They will find any reason to fire you.

 

[jblil]

They said I am terminated if I ever allowed my 88% to fall back to 80%, not just for the duration of the PIP but from now on until retirement.

It sounds like they made this rule just for you. I agree with the other posters, they're setting you up for failure.

Two ways you can handle this, going forward:
- Look for another position with another company, right now. It's easier to find a job when you have a job. Quit as soon as you get a decent offer.
- Get a lawyer. Just be aware that big companies usually have deeper pockets than us; and if word gets around that you have brought a lawsuit against an employer, other companies may not want to hire you, esp when there is a relative glut of pharmacists. A friend of mine (electrical engr) sued his employer, and he hasn't worked in 16 years. So he went back to school and got a PhD.

 

[deleted820760]

It sounds like they made this rule just for you. I agree with the other posters, they're setting you up for failure.

Two ways you can handle this, going forward:
- Look for another position with another company, right now. It's easier to find a job when you have a job. Quit as soon as you get a decent offer.
- Get a lawyer. Just be aware that big companies usually have deeper pockets than us; and if word gets around that you have brought a lawsuit against an employer, other companies may not want to hire you, esp when there is a relative glut of pharmacists. A friend of mine (electrical engr) sued his employer, and he hasn't worked in 16 years. So he went back to school and got a PhD.

It sucks how employers can screw over their employees and face minimal consequences. It seriously pisses me off. I’ve seen it happen far too many times to good people. They usually do it to the people they don’t think will sue. Even if the employee sues the employer for good reason, they will not be able to find another job. Our system enables employers to break the law and do whatever they want.

Did your friend at least win the lawsuit?

To the OP, I’m sorry you’re going through this. I really hope you find a better job where you will be treated like a human being.

 

[jblil]

Did your friend at least win the lawsuit?

Alas, no. His lawyer threw in the towel a few years ago and so my friend is forging on, on his own. It pains me to see how much time he spends on it.

 

[swatchgirl]

Are they telling you things you still need to improve on?

88% is better then what most pharmacies achieve, they can't complain about that.

I was told today that I've maintained a high performance this second month. So I am now off the PIP, and I'll get to keep my job working at my store. Thanks again for your help.

 

[swatchgirl]

They have closed the PIP, but just to be safe, I'll line up other job offers like you've suggested for after my maternity leave. Thanks.

Wow, you are meeting 80% target and they still bullsh1ting you, telling you can't go less than 88%. Ask them who else is on PIP with a minimum target of 88%? I bet there isn't one. Someone doesn't like you. I would line up for another job after your maternity leave. I wouldn't want to stay under that terms. They will find any reason to fire you.

 

[wagrxm2000]

I was told today that I've maintained a high performance this second month. So I am now off the PIP, and I'll get to keep my job working at my store. Thanks again for your help.

Congrats

 

[CetiAlphaFive]

How much you wanna bet they saw this thread.

LOL

 

[wucool33]

I was told today that I've maintained a high performance this second month. So I am now off the PIP, and I'll get to keep my job working at my store. Thanks again for your help.

See, this is what I like. You actually kept us updated after the initial question. Not like some people that disappear after getting what they want.