My supervisor keeps telling me that he will be the one making decision on my PIP outcome.
On the other hand I heard rumors that to pass PIP a case has to go all the way up to Dallas. Has anyone who is on PIP asked her supervisor about who makes final PIP decisions?
17 replies (most recent on top)
@1ats+17nsstAn - you expect us to show you love and sympathy. Look elsewhere.
You chose to be a “prison guard”. Deal with it and let it weigh your conscience.
I was told as a supervisor in a group meeting by HR that is many people passed PIP the bar hadn’t been set high enough.
A lot of people get mad at their supervisors. As a supervisor the message to us is clear. Cut headcount. If you don’t do it plan to be cut next and replaced with someone who will.
Thank you @leu+17nsstAn.
NSI is as not simply based on a supervisor assessment but a corporate decision that 8% of us are NECESSARILY NSI.
Similarly whether a PIP will survive does not depend on the decency or not if the supervisor but on the decision by the corporation on the percentage to pass.
Remember that meeting the targets in your PIP is one thing. The deciding factor will likely be a subjective assessment as to whether your RELATIVE performance has improved during the PIP. That’s where things get murky and management above the immediate supervisor comes in to make the final decision. The immediate supervisor may not have wanted the employee rated as NSI in the first place and supports the employee with integrity. Unfortunately, the manager (or the manager above) placed the employee in the NSI category and knows this is about workforce reduction. Saving a PIPed employee now is not aligned with the company strategy. I hope some PIPs make it in this first round of cuts, but they need to be prepared for any outcome.
This question is moot, you may pass pip but you are and will be selected for layoffs. Get out now while you can. I was pip'd and was doing good through it but decided to leave with a better offer for me and my family. I saw the writing on the wall for me and this company.
PIP decision is by the supervisor. I am a supervisor and have PIP cases which I'm prepared to pass.
I would recommend future PIP-ers to engage a counsel to review the plan and milestones. This way, you will have a case against ExxonMobil. Not tough, each of you will just have to brace yourself againt whatever that will come your way after March 2021 Performance Assessment.
Remember, ExxonMobil DOES NOT have your back. Every man for himself now..
PIP copied legal, HR, your functional head, your supervisor. All these brainless Scwm, good for nothing people will decide to pass or fail you. It takes miracles to pass !
Being a supervisor of a PIP if the plan is written with clear and achievable objectives and the employee does their work and goes the extra distance with the PIP, as long as you can document the work was done and they’ve made an impact you can defend the PIP to your manager.
My employee put in the work and will pass. HR has said I make the decision and I will. I’ve informed my manager along with showing the reason why and documenting the improvements.
So if a supervisor wants they can help pass a PIP. If they just want to show they can get rid of someone they can do that too and I’m sure hide behind it’s not just me that’s involved in the decision.
I think supervisor need to find the tiny things to fail the smart people.
For example, if you forgot or misspell the word in spread sheet or in power point, he or she needs to write in the report and make a big deal of failure instead of helping.
Bottom line, no transparency from anyone.
PIP is not meant to “Improvement” in 3 months (knock out weekends, holidays, sick days, etc..)
I was originally told the same thing.... the supervisor would be the one making the decision. However, found out later that they have to "defend" the decision with management... ie the supervisor is NOT the one making the decision. I was also told by another supervisor that their manager told them they were to "find a way to fail anyone on PIP". I recommend you get out as soon as you can. I did and let me tell you, it was a blessing in disguise. Took a few weeks, but I've got a job making more than I did at xom and moved back to my home state. Me, me wife, and kids are much happier.
Darn.. the high ups are the issue. Picture those Bozos deciding.. we are all screwed..
: @txn+17nsstAn The point is PIPs are not supposed to be passed in general and will be passed on exceptional basis with approvals at high level.
If corporate HQ “Dallas” wants to spend time reviewing PIPs, we’re all f-ed. If you believe those sorts of rumors maybe the PIP was justified.
Interesting situations EM got itself into.. told the investors community that they will use Performance Assessment to get rid of the poor performance workers and every supervisor I spoke to mentioned they will keep their workers.. someone is lying or is kept in the dark. Either day.. the root cause of this mess is Darren Woods and friends. Good luck all! You will need more than luck..
What the supervisors (includes me) were told by HR was the decision was up to them. The question was asked multiple times and the answer was confirmed. Having said that, most of us believe management will be forced to something else to get to the target reductions.