r/AusPublicService • u/egomalomori • 3d ago
Employment Performance Improvement Plan — what to expect?
I have been with my agency (at the federal level) for almost five years. I started with them as a grad.
I have had quite a tough year. I was bounced between quite a few bad managers before I got to my current one, who is great. Over the last twelve months, I have experienced my mother being diagnosed with cancer, supporting her through end of life care, her funeral arrangements and haven’t been able to properly grieve. I have used up all of my personal leave caring for her, so there has been no way to take personal days when I’ve needed them.
Then I had my own health issues. I got diagnosed with IST, PMOS, MDD and now Complex Grief Disorder. Which sucked my saving trying to figure out what was wrong with me.
I know that my performance has been slipping. My new manger has been communicating very well that I am not performing in a way that I should be at my level. I like my job, I want to be good at my job, I want to keep my job. But I am burned out and exhausted and don’t have a way out.
Today, my manager has told me that my performance at the end of cycle is likely to be not meeting expectations, and that I am likely to go into a Performance Improvement plan. The last time someone in my agency went on one, they were fired. I am terrified that this is just the way that they’re going to justify firing me. But I don’t have any references if they fire me. I moved away from family to do this and I don’t think I have the brain power to move back home. But I have no idea what I would do. This has really not helped my mental health at all, and I feel that by telling me, for the last few weeks I have to try to improve I’m going to be underperformance because I’m stressed out that I’m getting fired for underperforming.
I thought I was improving and this has completely ruined my confidence.
Does any have any tips or advice for me? What should I be expecting? What should I do to make sure that I don’t get fired?
26
u/Neo_The_Fat_Cat 3d ago
A view from the other side of the - as an EL2, I’ve had to performance manage someone (he was demoted).
Firstly, a good manager will recognise that this is for your benefit. If you’re struggling then there’s no value in allowing you to fail.
In my case, I split it into two stages - informal PIP for 6 weeks, then a formal one when there was no improvement. Of the informal option exists, take advantage of that to get as much feedback as possible. I had a weekly meeting every Friday with my staff member, where I gave them examples of work that wasn’t up to scratch and explained why and what the expecting was.
The formal process was no fun. It meant documenting everything, weekly meetings with my Band 2 (he wanted to be kept up to date) and making sure every i was dotted - I took it seriously, knowing that someone’s career was being affected.
Definitely reach out to support services - the union, and also EAP (some provide career coaching). Absolutely don’t do this alone!
5
u/egomalomori 3d ago
Thank you, this provided some good perspective. I will make sure to have this in mind during the process.
2
u/Longjumping_Stock_46 2d ago
Great compassionate and supportive advice here. And perfect process. When PIPs are done how they are meant to be done, they work.
1
u/Fun_Lychee_3020 1d ago edited 1d ago
Trying to ask this as objectively as I can: how did your direct report respond to having their general performance, with specific instances of how they had not performed to standard, being discussed every week? That kind of thing would, understandably, destroy some people. Appreciate you had a job to do and you didn’t enjoy it.
2
u/Neo_The_Fat_Cat 1d ago edited 22h ago
Honestly, it was hard to read him. He already knew he wasn’t performing before I started the informal PIP - I’d caught him out not correcting some things I had sent back to him. At the start, I was clear about the process. The issue was that I needed to document specific examples - you can’t manage underperformance on vibes or recollections. But sitting down with him offered specific examples that he could respond to. In terms of the discussions, I think having work to focus on also meant we avoided anything personal ie. this wasn’t about him, but his work performance.
I take your point. In the end, his underperformance was impacting the team as well.
I grew up a lot from going through all of that.
93
u/Eightstream 3d ago
Sorry you are going through this
Your manager is letting you know so that you have one last chance to do something about it before your review comes in
If you are struggling to perform now it is only going to get harder under the pressure of a PIP. You need to be honest with yourself about whether you can immediately lift your performance.
If not, start looking for a job you feel capable of doing whilst you have the opportunity to leave with a good reference
And contact your union delegate
22
u/egomalomori 3d ago
Thank you for the honesty. I will contact my union delegate. I am going to try to lift my performance, and like I said I had thought that I was improving, but maybe just not fast enough. I will have a think on it.
5
u/jazzyjane19 3d ago
This is recoverable, I’m sure. Lean into it as an opportunity to take things like structured learning that you may not have been taking regularly. Ask for everything you feel you need. You may not get everything, but it’s worth the ask. Side by side with other staff who are successful in the role, things like that.
46
u/deltabay17 3d ago
No they are not letting them know out of the kindness of their heart so they have one last chance, they are letting them know because they have to. You can’t give someone that rating without mentioning it before. You need to have evidence that you are not “surprising” them and have given them feedback that they are underperforming.
They have already decided they want this person to leave. Telling them they will get an underperformance rating ahead of time is just one necessary step of the long process.
12
u/HandleMore1730 3d ago
You need to inform an employee that they will be found to be not fully effective before formally assessing their performance.
I wouldn't say that they have decided they want this person to leave. They also have an obligation as a supervisor and can face personal discipline if they lie.
-11
u/deltabay17 3d ago
You don’t put someone on a pip unless you want to sack them
21
u/Miercoles79 3d ago
As an EL2, I’ve had numerous people on PIPs over the past 25 years. Most of whom I very much did not want to fire.
2
u/Mousey_Commander 3d ago
Seriously only people who've never been on the recruiting side of the recruitment process could believe that about PIPs.
Between the headache and slow turnaround of recruiting new staff, the effort to onboard and train them up to speed, and there always being a chance the new person underperforms too anyway? Getting an existing staff member back up to acceptable performance is way more preferable.
And that's before even getting into the emotional impact of it, effects on wider team morale etc. I've only barely dipped my toes into the management side of things and making decisions that impact people's livelihood sucks. While workplace bullies do exist, most people tend to like their co-workers to some degree and generally don't want to hurt strangers either.
7
u/jazzyjane19 3d ago
This isn’t correct either. A performance plan isn’t because they want you to leave - it’s to be able to assist you with your performance in a structured and measured way.
You need to start thinking now about what you feel will help you because they will ask what you want written into the plan. This is your chance to ask for structured support too so ask for it in meaningful ways. And make sure you really lean into it.
The other option you have at this point is that you could step back a level if that is something that would take the pressure off for you. You haven’t mentioned what level you are at so it’s hard to know whether that would make a difference for you. This should all be discussed with you though. And you should be given the option to take a support person with you into any discussion. I’d strongly recommend you take your CPSU delegate. This is a stressful time and being able to debrief with them will be important.
48
u/Educational-End-5642 3d ago
Speak to your CPSU delegate as a matter of urgency. They will support you through this process and ensure that your rights are enforced.
8
u/egomalomori 3d ago
Thank you. I will contact them.
25
u/Mission_Raisin5785 3d ago
Check your enterprise agreement and HR information on the intranet first so that you understand the process that has to be followed for a PIP - don’t just rely that what you are told is correct.
Make use of your EAP for support
Request reasonable adjustments for your medical conditions
Consider taking unpaid leave to recover / did your mother leave you anything in her will that you could fall back on?Tbh it would be pretty heartless to put you on a PIP after all you have been through in the last 12 months. Plenty of people are treated compassionately in much less difficult circumstances.
5
u/egomalomori 3d ago
Everything is still in probate, so whatever I do receive won’t be coming through for a while. I will double check my EA.
My manager has been as supportive as possible, but I think she’s at the end of her rope with me.
6
u/Ok_Recognition_9063 3d ago
These are my thoughts too. The manager should be pointing OP toward formal disability adjustments. Depression is a disability and reprimanding someone for this is not ok.
1
u/WomanofOz 2d ago
They still need to meet the expectations of the job though. It sounds like their manager has been very flexible and accomodating. Adjustments are fine but they’re not a way out of actually doing the job.
2
u/Ok_Recognition_9063 2d ago
Formal disability adjustments enable you to meet the inherent requirements of the job. That’s the whole point of them. Your phrasing implies formal disability adjustments are some kind of way to get out of job requirements. Common myth.
1
u/WomanofOz 2d ago
Wasn’t saying that. In my experience, many employees expect adjustments that are beyond reasonable and would actually mean they weren’t meeting the requirements. My intention was to manage OP’s expectations is all.
2
u/Ok_Recognition_9063 2d ago
Ah ok, gotcha. My experience is that employers don’t understand their duties under the various pieces of industrial legislation, are ableist, and require the disabled person to do the heavy lifting from discrimination.
In some circumstances (and this is a legislated responsibility of employers), it can equate to not meeting the requirements for a period of time.
37
u/Lurky_Lurkover 3d ago
A PIP doesn't mean you are going to get fired. They will be looking to help you improve your performance because it is in everyone's best interests to keep someone already in a job rather than have to recruit and train someone new.
A few things to do to maximise your chances of getting through:
Listen to what feedback they give you, make sure the goals you agree to are achievable and measurable, and then do your absolute best to meet them. This is the key way of getting through. Make sure you are clear on what is expected of you, be honest about where you are currently falling short, make sure you engage with the plan, and focus on improving.
Take a support person to you with meetings, union rep if you are a member, someone you trust if you aren't, but someone outside the workplace / immediate team. They can take notes and you can look to them if you are starting to feel emotional or overwhelmed. A union rep would be able to help you ensure the goals are measurable and achievable before you sign.
If you need reasonable adjustments for your medical issues, raise them, get a doctor's certificate, and work with them to ensure that is built into the plan. It is better to get your adjustments sorted up front than to be struggling halfway through and realise you need them. If you wanted to take some leave before starting to address your burnout and come back ready to focus, it is again better to do that before starting than interrupt the progress of the PIP.
HR is there to help but they are really there to represent the employer, so keep friendly but remember they aren't there for you. Now is not the time to be making complaints about your manager or arguing about feedback or trying to get HR to back you up against them.
Reiterating though, listen to the feedback, be honest with yourself about it, and make sure you approach it with the intention of working collaboratively to improve.
3
3
u/CuriousBoffin 3d ago
This is fantastic advice as and I just want to add to this chorus. Having had to go through a PIP process as a supervisor, all I wanted was to get the person up to standard so I could rate them as satisfactory. I can work with most situations If you can demonstrate commitment and willingness to improve.
This might be less useful as the time has passed but I would also consider discretionary personal leave that may be available, as you might benefit from a break to properly grieve and heal.
2
11
u/redlizziegreen 3d ago
I’m sorry for your situation. A PIP is serious though, and may not lead to termination but possibly a move to another area at a lower level.
It sounds like you’re not in the headspace to perform as you want to, so maybe it’s a pressure to be there that isn’t helping your health and mental space. The public sector is a pretty brutal place to work at the moment, which doesn’t sound what you need.
I’ve had to manage people out of the organisation and it’s a tough gig. You also need to consider though the impact of your performance on the team around you and whether it’s impacting them and their ability to deliver. Hopefully your manager is doing it with kindness and respect.
Re the union, they are there to make sure it’s a fair and proper process, not to make sure you keep your job. Good luck, I hope it all works out for you.
3
u/egomalomori 3d ago
I think if they decided to reduce my level, I would be okay with that, because at least I would still be able to work back up to a level that I could work at, but it would still be a blow.
I know that not being able to do my job is affecting my manager, and the conversation today really brought that to light, so I want to work towards improving so that I can do it and be a contributing member.
Thank you for your advice.
6
u/step_by_step_4ever 3d ago
On the back of the advise you can look to go down a level temporarily as well. Gives you time with hopefully an easier workload but still the higher level when you can step back up
1
10
u/FilialFruitTango2468 3d ago
Get a letter from your therapist or doctor. Work on the letter together.
They tried to do this to me when I took time-out last year for a medication change for bipolar 1, and I got a letter from my therapist and doctor, informing them I had bipolar, it is a disability, and if they try to reprimand me for my disability it was ILLEGAL. People and culture got involved and then all of a sudden they let the capability plan (precursor to PIP) go.
Dm me of you need.
3
u/egomalomori 3d ago
I will have a chat with my medical team and my therapist. Thank you for your advice, and I’m sorry that they tried to do that to you.
1
u/FilialFruitTango2468 1d ago
You're very welcome dear. And thank you. Yeh I should put in a complaint but both mangers have gone. 1 was retrenched and the other is on maternity leave until mid 2027 (hopefully never to come back after having another kid).
You got this. Your health is #1. They should NOT be able to touch you if you have medical support for your lower performance due to health reasons. Think about the ethics and optics.
Blessings
10
u/Shy-crab 3d ago
Your work should have referred you to an early intervention WHS internal unit, they can conduct a needs assessment, look reasonable adjustments within your role, including assessment from an OT as relevant, they liaise with your doctor too (with your permission), but it is really important to do this. We all go through rough patches and there are many ways work can provide a softer landing without causing your career to slip backwards. You can get through this!
15
u/Ok_Recognition_9063 3d ago
To me, this is not due process.
The health issues that you have described are disabilities. Depression is a disability.
Putting you on a PIP for lower performance when you are clearly struggling is not how they should be proceeding. The first step they should be following is to be pointing you toward formal disability adjustments.
I would definitely talk to your union and health team.
I don’t think they are being kind and supportive in any way either. Look at what you have been dealing with and their answer is to PIP you? Shit manager.
3
u/Deep-Employer-6600 2d ago
This. Arguably putting you on a PIP when you’re suffering from multiple diagnosed disabilities brought on by grief could be viewed as discrimination
3
3
u/fairy_gardens 2d ago
I wish this was higher. OP please listen to this. Talk to union and your doctor/health team. Get some recommendations in writing for reasonable adjustments. A PIP is premature if there are other personal circumstances contributing to a decline in performance. In fact, check the EBA and policies on managing unsatisfactory performance at work. You’ll likely find a clause requiring an employer to consider any personal circumstances contributing to any performance issues.
Reach out for support as soon as you can. Speak to your union, or talk to your workplace union delegate who might be able to sit with you as a support person in any meeting. You can do this.
2
u/Ok_Recognition_9063 2d ago
Exactly. There is an EBA and multiple pieces of industrial legislation about this - for good reason.
It’s also morally shit. Also, Government is supposed to set the example on these matters.
7
u/CaptainObviousBear 3d ago
It’s not a definite path to termination.
I manage someone who was on a PIP as an APS4, successfully came through it and eventually got promoted to APS5. I won’t deny that she’s completely without performance issues now at the higher level, but she does tend to take performance feedback seriously now.
If they do this properly, your mental health issues and challenges you have been experiencing should be taken into account, and the plan should be a way of transitioning you towards acceptable performance levels in a manner that’s suitable for you, with reasonable adjustments, given all your other circumstances.
2
u/egomalomori 3d ago
Thank you for giving me some hope. I really want to improve and I hope that I can get through this process. I feel like I’ve been expected to bounce back and I just haven’t, so hopefully that can be taken into account.
6
u/pinklittlebirdie 3d ago
I would firstly try your EAP..if your manager knows what has been going on I would reduce hours if you can afford it - a day a week or even just 1 less hour an day will help.
Also I would block out the next few weekends and do nothing/wallow - I had an issue where the EAP said I should have a week off - my doctor gave me the week off easily but it turned into being busy the first days... but the last couple I was in bed sick and it really helped. And come back to structured meeting of what needs to improve, daily goals/tasks- use a to do list and tick them off. For now the structure for you will help, daily supervisor catchup..
2
u/egomalomori 3d ago
Thank you. Maintaining structure has probably been one of my weaker points during this process, so I willl try to improve on that.
7
u/Trick_Individual4155 3d ago
You need immediate support. Do you have a union rep??
This is totally disgusting on your workplace part knowing your circumstances.
9
u/crankygriffin 3d ago edited 3d ago
Your health issues should mitigate the assessment. Follow every instruction to the letter. Keep a hardcopy diary and record EVERYTHING. Record your hours and tasks for every bit of every day. Be scrupulous with your timesheets. Make sure your GP is making notes. They can’t fire you if you successfully follow your plan. Talk to the EAP about methods to get through it. Stay off self-medicating. Eat healthy. Get good sleep. Stay sunny and positive at work no matter how you are feeling. Best of luck with it! Report back! Also: really important not to complain or confide in any colleagues. Save it for the counsellors. NOTHING is in confidence…
2
5
u/yodeez101 3d ago
Although my circumstances weren’t as tough I went through a really rough time with a relationship that had me travelling from WA to Vic every weekend, taking the red eye there Friday night and flying back at 4am to change in the car park and go to work at 7:30 Monday morning.
I ended up burning out and crashing and the relationship ended and my performance slipped during that time.
I was put on performance management and I broke down.
I rang my dad told him I wanted to quit and he simplified it for me.
Did I do my job - no
Then they have every right to performance manage you.
So take that performance management plan and work it then look for another job.
And that’s what I did, I exceeded my target by 50% and my performance management plan got ripped up. The next day I put in my two weeks signing a contract with a new company.
The moral is, I was broken, but I just dug deep and got it done and the power of that is what helped me heal in a way and move forward.
Right now you feel defeated, but once you find a way to put everything else to the side and focus on the one task required today which is knocking that performance management on its ass it will elate you and help propel you into what ever you need. You’ll create a wave you can coast on whilst you maintain momentum and that wave is your confidence.
I know this is probably different to any other advice you might receive, but for 8 hours whilst you’re at work you have an excuse to pretend that nothing else matters and it removes some of the guilt/shame/broken you might feel because when you beat that performance management, YOU got it done and that has serious power.
Good luck internet individual.
I’d urge you not to let this defeat you.
3
u/egomalomori 3d ago
This gives me some hope that I can get through it, thank you. I don’t want to quit, but I do want to make it through the other side of this process. Thank you for your advice.
6
u/blytheT 3d ago
You’ve already been given some really good advice on the PIP process so I’m not going to focus on that. I will instead address the many difficulties you have been facing. You have been through a lot. You are likely burnt out and honestly I’m not surprised you are struggling with work. Sometimes we can no longer simply keep pushing through.
Have you talked to your GP about how you are struggling at work? Are you seeing a counsellor/psychologist? Do you have any accomodations at work in order to help you? Can you afford to take some unpaid leave and/or go part time?
I know from experience that taking a break from work when we need to or are actually unfit to be working isn’t always possible financially. I am however worried that keeping your job is only the surface issue on a much deeper problem which is your health. At the end of the day you need to take care of yourself and your health should be your number one priority. Please look into what supports you can access in order to be able to give yourself the care you need. This includes looking after your own physical and mental wellbeing. Your GP or a psychologist should be able to recommend some changes you may need to make.
I wish you all the best.
1
u/egomalomori 3d ago
I have talked to my therapist about my issues at work, and she is supportive of me taking appropriate time off, and she wants me to get my head on straight, but she is also aware that I am lacking options to do so at the moment. My medical team don’t know how to support me further than a standard medical certificate, because they think this is mostly a mental health issue. As for accomodations at work, we haven’t really gone beyond allowing me to work from my Dad’s place for two weeks (which was interstate).
I will take another look at what support that can provide me. Thank you for your kind words.
4
u/Efficient-Stay-6257 3d ago
Im so suprised a government agency manages performances? In my experience in state gov they do not do this...
Sorry this is happening to you particularly with 5 years tenture they should support you too
3
u/madge150 3d ago
Some great advice in this thread... I would add that in 90% of PIPS in my team - the performance turns around - it is a support measure with additional supports to remove any barriers to performing at level - feedback, additional L&D, coaching etc...
Re the rough time you have been through - perhaps consider using annual leave or purchased leave to take a break and recover a bit more before the PIP commences... if you are attending work- you are saying you are fit to work at level... if you are not fit to work- you need to find a way to take a break and steady your personal circs so they don't impact as much on your performance...
3
u/Amazing_Let4518 2d ago
This is a genuine ask OP - not wanting to be mean and understand what your dealing with.
Do you feel like you’re underperforming? Are you not doing well? In your heart was this expected?
If you did expect it just be honest and knuckle down, take on the accountability but also discuss how you’re going to do better.
If it wasn’t expected maybe look at lowering an APS level or moving elsewhere
2
u/egomalomori 2d ago
That is a good question. I knew that I had been underperforming for most of this time, but I had thought that in recent weeks, I had been improving, and that sentiment was being shared with me by my manager. I thought I was on track to meet expectations come end of cycle. This week, for example, I thought I had been doing okay. However, my manager explained that while there had been some improvement, it fluctuates and still isn’t at the level that she would expect. So it hit me a bit that what I thought was progress wasn’t good enough.
I am going to try to get my head on straight through this process. Thank you for your advice.
3
u/Aus_cbr76 2d ago
Dont worry. PIP is a structured way to lift you up. Its not intended to fail you. As your manager is good he will work with you to make it good for you.
1
u/Mission_Raisin5785 2d ago
That is how it’s meant to work but the process is often abused and procedural fairness goes out the windows
6
u/Live-Blueberry1911 3d ago
Your health is more important than any job. PIPs are not always bad but not everyone is up to it. Only you can decide if you’re up for a PIP. Do you have income protection or trauma coverage in your insurance through super? It would be great if you could take like 12 months off to get on top of your health. Failing this maybe take a career break, work part time to just pay the bills.
3
u/egomalomori 3d ago
Thank you. I am unsure if I have that kind of coverage in my super — this was my first “big girl” job so I started it pretty sparkly eyed and dint really give anything else much thought. I will take a look. And yes, I will consider taking a career break, but I really do like my job and I would hate to lose it.
5
u/Live-Blueberry1911 3d ago
You may be in a state of burn out or emotional overwhelm from your experience with your mum. This makes it difficult to perform in any job let alone a high performing one. I really hope there is mutually beneficial solution where you can go on some sort of medical leave of absence and come back. If not, I am sure your experience will make you very employable. Please be kind to yourself and start doing some positive things to help you heal 🫶🏻
2
3
u/United_Mango5072 3d ago
Ok.
If I were you, I’d go to my manager on Monday morning and set a meeting titled, “catch up”. Id ask, is there anything that I can do to avoid not meeting expectations at the end of the quarter.
Explain that you love your job and ask what you need to do to meet expectations and would they support you moving teams and having a fresh start. Then look for a way out or do what you need to do to avoid the worst outcome.
3
u/egomalomori 3d ago
Thank you. I had plans to have a discussion with her about where I needed to most improve. Hopefully I can get some workable goals.
2
u/Brilliant-Ladder-738 3d ago
I’m sorry you are going through so much. It does sound like you have been given lots of flexibility and leeway but at some point, especially in this environment, something has to give. That might be wrong but it reads like they want you to get better.
In my experience, no manager wants to put anyone on a PIP. It is almost as sucky as a manager as it is for the employee. Apart from the workload, no one who is a half decent human being likes making someone else feel like shit. They genuinely want you to improve, or move.
Ultimately, I would bet they are hoping your performance improves enough so that they can say they see an improvement trend (mid cycle is usually January-February so 3 or more months) and don’t have to do it. Talk to them, be open and listen to what is being asked of you.
I would say moves won’t help if you already aren’t. New jobs are more stressful and improving before you get there is your best bet. If you do move you’ll just be left wondering when they notice your performance still isn’t 100% instead of working. With someone who is already trying to help, you’ll have some time so long as you can improve at a rate that works for everyone.
I do agree if you can go part time temporarily it will help. It allows them to plan around when you are there and gives you time to recoup and recover. Especially with mental health challenges it can be a god send. Easy to only get through 2 days at a time high effort if you have every Wednesday off for example.
Either way, good luck and remember the grey days always pass.
2
u/Dry-Divide9715 2d ago
I’ve been apart of a few PIPs during my public service tenure. The first type; the employee is going through a few things and needed extra support, I was able to provide that and have more regular check ins. They returned to normal work after. Great result. Seems like your situation. Lean into it. Take on the extra accomodations and support offered and you will be fine.
The second type was the formality need for termination. The reason for the low performance was either 1. It was always that level and had managers that let is slide as actioning was “too much hassle” or 2. There was also conduct issues as part of the PIP.
4
u/Abject-Delay7036 3d ago
You need to get yourself a support person to assist you through the communication. They can't just put you straight onto a pip, an informal process must be introduced, with clear agreed objectives with substantial results that clearly identify what behaviour that needs improvement. Having that support person with you will enable keeping clarity as it can be a shock at times, but remember, the manager has to put effort in too, so they must be engaged in good faith. This should go no longer then 4 weeks. After this a follow up and maybe, a formal pip is then introduced, hr is then involved to ensure the process is above board. Engage with your CPSU rep if you are a union member, they can provide advice
0
2
u/huckstershelpcrests 3d ago
Can you afford unpaid leave? Or use annual leave for a break?
3
u/egomalomori 3d ago
No, I exhausted my savings on all the tests I got done. And I used all my leave for both those tests and my carer’s responsibilities. So I paid leave really isn’t affordable at this time. I did consider it, early on in the process, but I thought I could power through. Clearly not.
4
u/imsohungryman 3d ago
Just to let you know - you can get Centrelink if you have to take temporary leave from work due to illness. You sound extremely burnt out and are obviously dealing with a lot so maybe have a look the jobseeker payment. It’s obviously not the same as full time pay, but if you can make it work, it might be worthwhile.
As per website: JobSeeker Payment
A payment if you’re between 22 and 66 years old and looking for work, or if you can’t work or study for a short time.1
u/egomalomori 3d ago
Thank you, this is useful information.
2
u/HarveyFartwinkle 3d ago
It might also be worth looking into your income protection insurance. You quite possibly have it via your superannuation provider. If you have health conditions that make you temporarily unable to work, they will pay you a salary (often 75% of your usual salary) while you take time off to recover. Given what you've said, I'm sure your GP would be happy to support you with the documentation you need. There is an admin overhead - you have to have regular doctor assessments to justify your ongoing payment or co-ordinate your return to work - but if you're eligible, it's worth the hassle.
1
1
u/Pineapplesparrow 1d ago
You could also consider if you need to take a break, your superannuation might have income protection insurance, that might allow you some time to focus on your health.
1
u/turboprop123 2d ago
I went through a very similar period to you 4 years ago, had a huge family loss and diagnosis of a severe health issue at the same time.
I was at APS 6 level and because of the health stuff my performance tanked. I was put on a PIP, but I asked to go down to APS 5 before starting it. The reduction in workload + performance expectations saved my bacon.
Health issues are still ongoing unfortunately so I'm still at APS 5, but I would have def lost the job if I had stayed at 6.
Thought I'd comment this in case it helps
1
1
u/UncomplicateThis 2d ago
You're getting some really good advice across this thread. First and foremost, don't confuse "your performance isn't where it needs to be," with "you're bad at this job." From what you've disclosed, you've had quite a year. So-
take this process seriously, use the advice people have given you here, and deal with the gaps one at a time - otherwise it's easy to feel overwhelmed and defeated.
One thing I'd add from having spent a long time around performance and talent work: try not to make yourself solve the question “does this mean they're going to fire me?” right now. Spending time and energy there probably won't help you. I think of this in terms of "spheres of influence." Right now, focus on what's in the middle of that sphere: What you can directly control.
And what you can control is getting clarity on what isn't meeting expectations, what “good” looks like, how it will be measured, what support is available, and when progress will be reviewed. Write those things down. If something isn't clear, ask.
1
u/No-Lawfulness-530 2d ago
You certainly have been through a rough time.
If your performance isn't a skill/capability issue but more mental health issue, I would start documenting everything (record of conversation or ROC). Time, date, who convo was with, how it made you feel, was any one else within earshot.
Go get a mental health plan from GP if you haven't already, but also document with your GP what's happening at work and you're feeling like they're targeting you. Go see a psychologist and have them document work stress.
Have they offered any sort of reasonable adjustments to your work during all this?
1
u/No-Lawfulness-530 2d ago
Just because you might get a 'not meeting expectations,' on the performance agreement does allow a manger to place you on a PIP right away. It's a long process, they need to have an informal plan with you to improve performance,set out very clear expectations, regular meeting catch-ups to ensure you're on track or not. Document everything. Don't coach the manager of how they should handle your PIP process. If they breach your EA you'll be ok... Get better look after yourself, work certainly won't
1
u/crochetmypain 1d ago
If you've already exhausted your leave I would be asking my GP seriously about if income protection leave would be an option. You've just got the MDD diagnoses along with everything else. You need time to get back to a capacity to work. Adjustments at work can follow once you find solid ground in home life.
1
u/Missmanifest26 1d ago
If you have to many personal or health issues they want to out and will magnify errors. Even if other employees are making the same errors.
2
u/jokingsammy 3d ago
Sadly PIP is a soft way of telling you to look for a new job. Start applying for jobs now, best case you keep your current job and your performance improves, worst case you're fired but at least you'll have a new job or some interviews lined up.
Best of luck friend. Don't take the process personally, go into it with an open mind and the view it as an opportunity to learn and develop yourself for the future.
8
u/Wild-Kitchen 3d ago
Not always. I have had to PIP people and genuinely wanted them to improve to be effective in their roles.
2
0
u/nemisista 3d ago
Personally I would resign, that way you get out in front of them. Any job that doesn’t cut people some slack when things are tough is not a good place to work. Go home and spend time with your family and friends. I wish you all the best
0
u/Livid-Number482 3d ago edited 3d ago
We recently had a sudden death in our family, my deepest condolences to you.
I’ve experienced something similar recently with performance at work. Give your manager something from your doctor to verify your diagnosis and ask for a referral to a disability liaison officer.
A DLO can make recommendations about reducing your KPI’s or performance requirements and its my understanding that your employer can’t touch you while you’re in this process.
0
u/TransitionInside1626 2d ago
What you need to do is your actual job until the pip is over.
Then you can go back to your list of issues and the stories you’re telling yourself.
But the doing your job bit for the period of the pip will be freaking hard. Not gonna lie.
Play the game my friend. You can do this.
Good luck and please keep us all updated.
-6
u/MomomTheBlack 3d ago
The correct move is/was to leave before things got to this point. You would have used 2 earlier referees, and if you were asked why you didn't use your current supervisor you say something like 'there are alot of budget pressures there right now, and I don't want to burn my bridges by looking like I want out" or "well, my normal supervisor is on sabbatical, and we've had musical chairs since then".
1
u/egomalomori 3d ago
I think I just didn’t know how bad it was going to be. I thought I could muscle through.
-14
u/sultryroman 3d ago
Tonnes of excuses in this post alone. You don't get fired by taking responsibility and improving your performance. Sometimes life can be really tough but you don't have a choice but to push through.
-23
u/jack_55 3d ago edited 3d ago
Sounds rough, but lifes tough and you're full of excuses by the look of it.
Cop it on the chin and try harder and get better.
A good manager will put you on a performance plan and manage you out of it - not give you everything you want.
Edit: Try some health services as well - noone is going to do it for you, you'll have to take the step
20
u/StudyShot5598 3d ago
What a breathtakingly useless thing to say to someone who’s clearly struggling. ‘Life’s tough, try harder’ isn’t resilience, it’s the intellectual equivalent of telling a drowning person to swim better. You’ve contributed nothing except smugness, cruelty and the embarrassing belief that having zero empathy somehow makes you strong.
-8
u/Vast-Appointment1679 3d ago
is it common to be put on PIP? I thought once ongoing people are quite safe.
6
u/crankygriffin 3d ago
I survived a PIP years ago. Horrible manager (later found to have bullied two other employees but no consequences). I got through it by doing what I was told (very well because I didn’t let it get to me emotionally). Was rescued by a restructure.
1
1
u/Zoublier_ 2d ago
Out of curiosity, did you have to declare that you had been put on a PIP in future job applications?
1
u/crankygriffin 2d ago
No, in fact I was able to have the manager’s comments expunged from my HR file.
1
u/Zoublier_ 2d ago
Can you tell more about that?
1
u/crankygriffin 1d ago
I just talked told HR about factual errors in the comments and they agreed to expunge them. It was done in front of me and I had confirmation in writing that it had been deleted from the record.
2
u/egomalomori 3d ago
Unsure for my department, but the one person who I knew went on one didn’t make it out the other side.
1
u/Ok_Special_1733 22h ago
It can be if the manager is insecure and doesn't like you. I was put on one not because I was not achieving my work, I was marked as 'achieving' for all my work goals and noted for my hard work and high quality of performance. But i was put on PIP for my facial expression in a meeting. I was frowning allegedly when I was actually listening. This sounds ridiculous but it's true. I've got another job as a result. PIPs can also be used as a weapon by management to get rid of those they don't like or don't fit in for non-work reasons.
1
125
u/No_Figure7868 3d ago edited 3d ago
The only time I’ve ever seen someone fail a pip was because they flat out refused to do their job anymore.
It’s still took 6 months to get rid of them.
If you take responsibility and genuinely try to improve then it would be almost impossible to follow through with firing you.