Employees can survive a Performance Improvement Plan if they are proactive. This video covers 11 common mistakes that employees make in the performance improvement plan process and how to overcome those mistakes. This is practical advice for anyone facing a PIP or who could face a PIP in the near future.

A performance improvement plan is typically given to employees who receive an unsatisfactory performance evaluation. The plan usually covers 30-90 days and places expectations on the employee. However, employers can use these plans to cover over illegal discrimination or other illegal workplace acts. People who blow the whistle on their employers often are given PIPs so that the employer can document and justify a later termination. Whatever the reason for the PIP, employees need to be forewarned about what they can do to protect themselves.

These are practical tips for surviving the performance improvement plan process and ensuring that if there is any legal issue, an employee has generated evidence that can establish the unfairness of the PIP or the process. An employee can challenge a termination through a union or merit systems protection board, and can defend against illegal discrimination or retaliation using this evidence.

If you are facing a PIP, I wish you the best of luck. Many employees do not survive this process, and it is critical to begin fighting back from minute one.

For federal employees, the following detailed description of the PIP process is from OPM:
https://www.opm.gov/policy-data-overs...