Latest news with #PerformanceImprovementPlan
Yahoo
a day ago
- Yahoo
Seminole County Deputy suspended after gun scare near Milwee Middle School
A Seminole County Deputy has been suspended, accused of failing to do her job when she was alerted about a kid with a gun near a middle school campus. Channel 9 obtained a copy of an investigative report that details what happened, it stems from an incident in February. According to the report, Deputy Brianna Mattingly had been working as a school resource officer at Milwee Middle School. According to the report on February 26, a paraprofessional at the school told Mattingly that she saw a former student near campus with a gun. Investigators found Mattingly was careless in how she handled the incident. According to the report, from the time the paraprofessional told the deputy about the possible gun on campus to when she got out of her car and took any action to assess the situation, more than 8 minutes passed. Administrators said Mattingly was lackadaisical and failed to act with urgency. 'Despite having been informed of a potential threat in the immediate vicinity of the school, you failed to act on the reported information immediately… You failed to handle that threat appropriately,' reads the report. While the reported weapon turned out to be a pellet gun, investigators said the deputy didn't know it at the time and she didn't do her job by immediately going after the weapon. According to the documents, Mattingly apologized and took responsibility for the incident. She was suspended without pay for 42.5 hours, placed on a Performance Improvement Plan, and transferred from the Department of School Safety to the Judicial Services Division. Click here to download our free news, weather and smart TV apps. And click here to stream Channel 9 Eyewitness News live.
NDTV
08-05-2025
- Business
- NDTV
Microsoft Implements 2-Year Rehire Ban For Underperforming Ex-Employees: Report
Quick Reads Summary is AI generated, newsroom reviewed. Microsoft has a new two-year rehire ban on underperforming employees now. This policy categorizes such dismissals as good attrition to enhance efficiency. The tech industry is moving toward stricter performance management policies. Microsoft has implemented a stringent performance management policy, introducing a two-year rehire ban for employees dismissed due to underperformance, according to a report by Business Insider. These terminations are categorised as "good attrition", reflecting the company's intent to part ways with employees not meeting performance standards. This move aligns with a broader industry trend among tech giants like Meta and Amazon, which have adopted similar strategies to enhance workforce efficiency. The company has also introduced a Performance Improvement Plan (PIP), offering employees a choice between engaging in a structured improvement process or accepting a voluntary separation package. Employees opting for the PIP and failing to meet expectations face termination and the subsequent two-year rehire ban. These measures are part of Microsoft's efforts to foster a high-performance culture, emphasising accountability and aligning with its strategic goals in artificial intelligence and cloud services. The company aims to ensure that its workforce comprises high-performing individuals capable of driving innovation and maintaining a competitive advantage in the tech industry. According to a Business Insider report, overall, the industry is shifting toward more rigorous performance expectations and less coddling. Performance-based cuts are becoming more common as tech companies get tougher on employees. Earlier this year, Microsoft fired 2,000 employees deemed underperformers without severance and started a new performance improvement plan. A recent internal email sent to Microsoft managers, viewed by BI, said this new plan was "globally consistent" with "clear expectations and a timeline for improvement". The process gives employees an option to enter the PIP or quit and accept a "Global Voluntary Separation Agreement", according to another email that BI viewed. Another document, also viewed by BI, shows the agreement includes a payout equal to 16 weeks' pay.
Yahoo
03-05-2025
- Business
- Yahoo
CHAUDHRI: Too many tech layoffs blamed on poor performance
It was Mae West who said an ounce of performance is worth a pound of promises. Being able to focus, execute and 'perform' are good traits for anyone to have – particularly for employees. But performance, or more specifically the measurement of it, can be a nebulous exercise. Some metrics of performance are cut and dry and clearly objective, while other elements can be entirely subjective. Performance, like beauty, may lie in the eye of its beholder. No doubt, two managers may have a very different view of the same employee's performance. The very fact that performance can be measured differently by different people can give employers some broad discretion when it comes to assessing performance. Some tech companies have harnessed the relative vagueness of performance assessment to support mass layoffs of employees. It's an alarming trend. SFGate reported that Jack Dorsey, CEO of Block, laid off 931 workers earlier this year, including employees who were 'off strategy' and 'underperforming.' Dorsey told Business Insider in 2023 that he eliminated drawn-out performance improvement plans and preferred to terminate underperformers 'without delay.' Terminating 931 workers at the same time for purported under performance seems staggering, particularly when the company abolished an important performance management tool. Was this a mass layoff masquerading as something else? Microsoft and Meta have also reportedly tied large scale layoffs to alleged widespread employee underperformance. Similarly, Business Insider reported recently that Salesforce has introduced a new 'PEP' or 'PIP' program. Under this program employees are offered a 'Prompt Exit Package' with less or lower severance. If employees refuse the PEP, 'they will be put on a PIP (Performance Improvement Plan),' according to the story. Business Insider reported that the performance pressure at Salesforce was implemented 'as it executes its plan to reduce its workforce by 10%.' CHAUDHRI: Court of Appeal sends warning to Ontario employers CHAUDHRI: Can your employer force you back into the office? CHAUDHRI: Are you being quiet-fired? While it makes some sense for employers to apply a higher level of scrutiny on employees if a reduction in workforce is being considered, there are obvious issues with the approach. Firstly, performance assessments should never be made arbitrarily. An employee should be rated in a good faith way, not in anticipation of a future demotion or termination. If an employee is slated to be terminated (or even being considered for termination) an employer should not arbitrarily tinker with the employee's performance rating in advance of the termination. This should be obvious, but when mass layoffs are being tied to performance issues we must explore why an employer would be incentivized to do so. Many employees receive raises, bonuses and commissions based on performance ratings. The higher the rating, the higher the bonus or raise. Now, if someone who is generally a high performer is terminated, they would expect a severance package that aligns with the compensation flowing from their high performance scores. In order to reduce costs, some employers may, on a bad faith basis, be painting good performers as bad or mediocre performers to subsequently reduce bonus/commission payments on termination. For example, in anticipation of the termination, lower the performance rating so as to support lower payouts on bonuses or other incentives. While one must be careful to call out employer practices, it seems implausible that there were, at the same time, 931 poor performers at Block who all had to be done away with at once. Employees should not take a poor performance review lying down. If the review is not fair or reasonable, it is of vital importance that it is protested, in writing. Saying nothing will lead an employer to argue that you accepted your fate, unfair as it was. Canadian courts must be prepared to explore poor performance ratings just prior to a termination, particularly when an employee is terminated as part of a larger reduction. It is a tool that is being used too often by powerful companies and should be explored, not ignored.
Time of India
01-05-2025
- Business
- Time of India
Techie put on PIP, but he chose to walk away with a 5-month salary offer. Netizens more interested in knowing which company?
Facing a Performance Improvement Plan, an employee on Indian Workplace forum was given the choice of accepting the PIP with the risk of dismissal or resigning with a severance package. He chose to resign, securing five months' salary. Now, he seeks a career change, aiming for non-technical roles like business analyst positions, and welcomes job referrals. Facing a Performance Improvement Plan, an employee on Indian Workplace forum was given the choice of accepting the PIP with the risk of dismissal or resigning with a severance package. Tired of too many ads? Remove Ads Tired of too many ads? Remove Ads Redditors React A professional found himself compelled to step down from his position after being presented with two challenging and unfavorable alternatives during a discussion with the Human Resources department. Sharing his experience on the well-known online forum Indian Workplace, the individual explained the circumstances that led to his to his account, the meeting revolved around a Performance Improvement Plan PIP ) that had recently been initiated against him. During this conversation, two distinct paths were laid out. The first option was to accept the PIP and remain employed, on the condition that he successfully fulfilled a set of specific performance-related tasks within a stipulated timeframe. However, failure to meet the expectations outlined in the plan would result in immediate dismissal from the second choice was to voluntarily exit the company. In this scenario, he would not be subjected to the PIP but would instead receive a severance payout equivalent to five months of his regular salary. After weighing both options, he opted to resign and take the financial package, recognizing it as the more stable and less stressful his resignation , the employee reached out to the online community in search of new opportunities. He expressed an interest in transitioning away from technical roles, noting that he was particularly keen on exploring openings that required minimal to no coding. Positions such as business analyst or entry-level roles in non-technical domains were identified as areas of focus for his job search In his message, he conveyed appreciation in advance to anyone who could provide support in the form of job referrals or networking leads. The tone of his post reflected a desire for a fresh start and a willingness to adapt to new professional environments, even if that meant starting over in a different sector or at a more junior story resonated with many in the subreddit, as it shed light on the difficult choices employees often face when placed under performance scrutiny. The narrative also highlighted how workplace decisions are not always rooted in personal failure, but can be the result of broader circumstances or organizational Reddit user praised his decision. "Good decision though. Option 1 is a scam.""PIPs are a joke tool used to bully underpaid employees into overworking. The good intentions of some managers far outweigh the bad actions of many who put people on PIP not for their work but for appeasement of higher-ups," observed another.
Business Insider
01-05-2025
- Business
- Business Insider
Carrots and sticks: How Google, Microsoft, and Meta are reshaping performance management
Silicon Valley is shifting from perks to performance, emphasizing rewards and consequences. Google, Microsoft, and Meta are adopting stricter performance management to drive excellence. Tech firms are focusing on efficiency amid AI growth and Wall Street's demand for productivity. In Silicon Valley, the message is clear: the era of cushy perks and low accountability is over. Big Tech is undergoing a cultural reset, combining generous rewards for high performers — the "carrots" — with increasingly sharp consequences for those who don't meet expectations — the "sticks." At Google, Microsoft, and Meta, performance management has become both an incentive engine and a weeding tool, reflecting the broader industry shift toward leaner, more intense workplaces. Google: More rewards for the exceptional Google is nudging employees toward higher performance by sweetening the pot for top contributors. The company recently updated its performance review system, allowing more employees to qualify for higher performance ratings, which come with bigger bonuses and equity grants. However, these changes are "budget-neutral," meaning increased rewards for high performers will come at the expense of those rated in lower tiers — reinforcing the push for excellence with some consequences for those who might be planning to rest and vest. Microsoft: Opt-out or be managed out Microsoft, meanwhile, is rolling out a more aggressive "stick" policy. The company now offers underperforming employees a stark choice: take a 16-week payout and leave voluntarily, or enter a formal Performance Improvement Plan (PIP) with defined expectations and deadlines. Those who enter the PIP and fall short may be ousted, and they won't get the payout. They will also be blocked from being rehired for two years. This approach is similar to Amazon's controversial "Pivot" program and signals Microsoft's intent to eliminate ambiguity around performance standards. Earlier this year, Microsoft terminated 2,000 employees deemed low performers, without severance, further underscoring its no-nonsense shift. Meta: Performance cuts and block lists Meta has recently embraced performance-based culling, too. The intense review process is now designed to cut about 5% of Meta's workforce, deemed to be its lowest performers. An internal memo obtained by Business Insider earlier this year suggests that the company wants to make performance-based layoffs an annual thing, under a policy of "non-regrettable attrition." Adding to the harshness is Meta's use of internal " block lists" that bar certain former employees from being rehired. Even high performers laid off during earlier rounds have found themselves inexplicably blocked from returning, despite support from hiring managers. The broader shift: Pressure, not perks These strategies reflect a wider recalibration in tech culture. As AI investment surges and Wall Street demands efficiency, companies are pressuring workers to "do more with less." Tech leaders, from Google to Meta, have explicitly linked success to intensity and ruthless execution. Performance ratings are now a make-or-break proposition, not just a career checkpoint. The "carrots" are richer than ever for top-tier employees. But the "sticks" are sharper, more frequent, and often final.
