Just put on a PIP but document has a colleague's name on it

[Anonymous]

I was just put on a PIP at work. Completely unfounded and the document is riddled with vagaries and untruths. Turns out when I went to sign it, the writer never accepted track changes and I can see that the exact same document was sent to a colleague except they changed our names. What would you do? I printed it, signed it to accept receipt (the document started clearly that signing only acknowledges receipt, not agreement) and sent it back to my manager.

[Anonymous]

I can be passive aggressive at times (not my best trait, certainly) so I would be tempted to print it out, wrong name and all, and with a pen strike through the misprint, write my name in and sign. Then return to boss or HR or whomever.

And look for a new job.

[Anonymous]

If you are in the federal government, failing a PIP leads to either your termination or demotion.

Right now, sit down and in writing respond to the PIP and state:

1. The PIP does not contain your name.
2. The PIP is not individualized to your situation. Do not state that you know an identical PIP was given to your colleague. State that the PIP does not reflect your individual situation and does not appear to be created with you in mind. Leave it at those words.
3. Address the errors and vagueness. You don't have to write at length. Simply state "At page 4, I don't know what "unique work product" means and I will need a definition. "At page 5 you refer to widgets and I don't work on widgets."

[Anonymous]

Anonymous wrote:If you are in the federal government, failing a PIP leads to either your termination or demotion.

Right now, sit down and in writing respond to the PIP and state:

1. The PIP does not contain your name.
2. The PIP is not individualized to your situation. Do not state that you know an identical PIP was given to your colleague. State that the PIP does not reflect your individual situation and does not appear to be created with you in mind. Leave it at those words.
3. Address the errors and vagueness. You don't have to write at length. Simply state "At page 4, I don't know what "unique work product" means and I will need a definition. "At page 5 you refer to widgets and I don't work on widgets."

+1

[Anonymous]

Make the idiots redo the PIP properly.

[Anonymous]

Hard to advise without knowing a bit more, including why you think they issued you a PIP in the first place (ie are they trying to push you out, do you not get along with someone, are there some legit concerns about your performance, do they just suck).

I would think about taking it to a senior HR person and asking for an explanation. Make that person do the talking (in other words, explain the situation so that they know they've been "caught" but don't say too much.

Talking points:
"I got this PIP. I disagree with what it says about my performance and any deficiencies, in part because it appears to have been written about another employee. I question how it can reflect my performance and identify anything I am expected to improve. If it doesn't, I cannot correct any alleged deficiencies, and therefore I cam concerned about my job and whether the company is truly committed to helping me address any [alleged] deficiencies."

Or something like that. I do think you should call them out on it. And keep a copy that shows the tracked changes, other person's name, etc.

[Anonymous]

I might first take a simpler approach. "Sally, the forms you sent don't have my name on them. I'll be happy to review them once the forms are updated. Thank you for your time. "

[Anonymous]

Anonymous wrote:I might first take a simpler approach. "Sally, the forms you sent don't have my name on them. I'll be happy to review them once the forms are updated. Thank you for your time. "

Absolutely not. Keep the one you have, treat it as your own. Start raising issues verbally and note that it does not seem to square with more specific situation in an email to the person who provided it or do your manager or whoever provided the PIP and is listed as the contact person. Do not tell them that they screwed up and just inserted your name in a PIP for another employee. This is your best ammunition if something goes south. Do not give them the opportunity to cure this problem. Keep it in your pocket. Print out the PIP with the redline edits, and, if your employer allows, email it to your home address.

[Anonymous]

Op, I guess I'm confused. Is it your pip, but with the wrong name? Or did they send you Larla's pip, by accident? Does the info pertain to you, but with Larla's name? Or do you think they sent Larla your pip? IF you are indeed on a PIP, they aren't going to give a crap that they made a mistake on the first form. At some point they're going to figure it out. And if you respond to the forms as though it's your own. That will only prove you lack attention to detail. I posted at 14:57. If you expected the pip, then return the forms, noting your name is not on them. If this is out of left field, either follow the advice of 4:05, OR simply say " My name isn't on these forms. I believe I received these in error."

[Anonymous]

I would definitely raise the issue that it was created for someone else. Have that noted in your file.

[Anonymous]

I have seen PIPs referenced several times on this forum. What does it stand for?

[Anonymous]

OP, have you decided what to do about this? Just curious

[Anonymous]

Anonymous wrote:I have seen PIPs referenced several times on this forum. What does it stand for?

I'm guessing, maybe Performance Improvement Plan?

[Anonymous]

Anonymous wrote:I have seen PIPs referenced several times on this forum. What does it stand for?

performance improvement plan

[Anonymous]

Anonymous wrote:If you are in the federal government, failing a PIP leads to either your termination or demotion.

Right now, sit down and in writing respond to the PIP and state:

1. The PIP does not contain your name.
2. The PIP is not individualized to your situation. Do not state that you know an identical PIP was given to your colleague. State that the PIP does not reflect your individual situation and does not appear to be created with you in mind. Leave it at those words.
3. Address the errors and vagueness. You don't have to write at length. Simply state "At page 4, I don't know what "unique work product" means and I will need a definition. "At page 5 you refer to widgets and I don't work on widgets."

This is KEY.