Is it true that upstream, downstream, and EmTech have different PIP percentages, and which one has the lowest?
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@n7 and the new hires who were NSI were then fired. Terrible it was.
Its now reviewed every year, moved up or down and the percentages changed. There is also a skill shortage list, and some departments have a lot of those skilled people identified, like one in particular at Baytown, so their PIP percentages are lower.
@n7 the slide is correct that you have pasted, but it was a revised slide. Maybe the original want distributed in every region or maybe it was always different. In Europe it was changed to 15% minimum in NSI at Covid, then later revised to the 8% you show.
@mc I still have a screenshot of the email where they changed the required PIP % from 3 to 8% last minute during COVID. I’ll paste it below. (Sent April 2020)
Current Process Expectations:
- Minimum 3% in Performance Needs
Significant Improvement, no maximum - The 3% NSI minimum needs to be achieved at the functional (L1) level.
- No minimum distribution for Performance Needs Improvement in the MAC population
Individuals who receive a MAC are not to be included in the distribution statistic for their relevant function. - 0-10% of US OCAs in D performance category
- Communication of performance assessment results to begin following completion of the Performance Needs Significant Improvement category roll up
Change to:
- Minimum 8% in Performance Needs
Significant Improvement; maximum 10% (or higher only as required for rounding) - It is expected that all assessment groups will meet standard distribution, and each group will stand on its own. In this way, the assessing group owns the outcome.
There is no requirement for a global roll-up. - Minimum 8% of new hire MAC population in Performance Needs Improvement
Minimum 8% Performance Needs Significant Improvement for all other MAC populations
This requirement is at the functional company level.
Individuals who receive a MAC are not to be included in the distribution statistic for their relevant function. - Minimum 8% of US OCAs in D performance category
- Results will be made available and provided to supervisors to communicate in the July timeframe.
When this new system was rolled out we were all told there would be a mandatory 3% NSI…but before it rolled out it was magically moved up to 8% amidst the economic turmoil..but it was absolutely NOT a headcount reduction strategy!!!! Our people are our greatest asset!!
@OP sorry don’t know, doesn’t impact me .,. OWD
Beware change coming!! Last year Finance combined NSI and NI and pipped them all, which is why the pip % was higher than average. Heard they dropped folks 2 categories to position for pip. Controllers, excuse me Finance, discretely changed the rules to achieve its goal of accelerating headcount reductions by 2030 targets and did not communicate the change to employees -- no transparency. There are enough senior guys and gals talking about it so is common knowledge. Change the rules when its convenient... how about that for Finance being the straight edge. This is quietly being expanded to other CLs and functions. But always remember, our employees are our most valued resources!!
@bs it is 100% not the same. I speak from personal firsthand knowledge and information.
Also varies by CL. Finance execs this past year had a very high NSI rate.
The distribution varies by rank group not just by business line. For example some groups that are seen as places for HIPOs have a rank distribution that is biased up so more people can be O or E
It’s all the same: 12% is the target this year.
Most had the same %. A function can have different percentages theoretically but discouraged by HR. Most orgs will focus on a % of the the PIPs they want to push out (e.g. 5% were forced NSI and to a PIP or 3 month severance so the org. pushes their leadership to ensure 50% of that 5% either fail their PIP or elect the 3 months severance).