It is important that federal employees faced with a performance improvement plan (PIP) consult an attorney as soon as possible. The longer that a federal employee goes forward in the performance improvement process, without legal representation, the more difficult it may be for an attorney to assist that individual later in the process. When federal employees fall below expected standards, they may be placed on a PIP. A PIP usually begins following a poor performance rating.
Performance Improvement Plans
The use of a Performance Improvement Plan (PIP) is typically the beginning of the removal or demotion process for a federal employee. It is common practice for federal employees to be initially told that placement on a PIP is designed as a positive benefit to them and necessary to make them better performers. Managers sometimes even promise employees that they will be given special assistance to ensure that they are successful during their PIP periods, only to later find themselves facing a potential removal a few months later.
This article discusses federal employee concerns when PIPs become an issue. Please continue reading on the next page.
Our law firm represents federal employees who have been placed on a Performance Improvement Plan (PIP) relating to alleged poor performance. Federal employees should always be wary if they learn that a PIP is being recommended or considered as a means of correcting a federal employee’s work performance. In our experience, the issuance of a PIP almost always indicates the beginning of the removal or reassignment process for a federal employee. Federal employees, however, are usually told that a PIP is only designed to benefit them and make them better performers. This, unfortunately, is not the usual case.
We often represent and defend federal employees in proposed disciplinary actions. When a federal employee is facing proposed discipline it is important for them to speak with an attorney knowledgeable in federal employment law for legal advice and representation. This article outlines some key points for federal employees as they respond to proposed disciplinary actions. We have also drafted a Sample Proposed Action, a hypothetical proposed removal, so that federal employees can better understand how a disciplinary action starts. Continue reading →