PIP

Hi All,

This week I was put on a performance improvement plan. Ignoring the blatantly obvious it's time to start job hunting situation, I thought I'd post here mainly to get this straight in my own head.

For a bit of background, there was a similar informal meeting about a year ago, that was followed by a glowing performance review, there has been no management discussion about this since... And then suddenly I've been pulled into a PIP meeting and provided a document detailing it. In terms of deliverables I don't think there has ever been a project delayed due to my work.

Some of the issues are true, not having my camera on for customer calls and such, that's not in any staff handbook type policy although there was one email so it's a reasonable request.

However, some of the issues are blatantly false. For example, a ticket has been included where apparently senior management requested that I reply to the customer. Yet, on the actual ticket there's a request to reply *privately* from the PM, 10 minutes later a request from senior management to review the situation and reply *privately*. Then about 1.5 hours later I've reviewed and replied *privately*. There's also further discussion throughout the day and a 5pm meeting which I stayed late to attend.

As a rough overview, I would say 5% are factual, 20% are opinions (e.g: apparently politely telling someone there's an update on the ticket that we're scheduled to start looking at something this week is unprofessional) and the other 75% is factually and provable as incorrect.

There's also a health issue involved. Return to work docs state that I have an intolerance, the diagnosis has changed to MCAS since, but the docs show I've had an MRI for it so that can't plead ignorance.

I think my next step is replying to the PIP document stating that while I want to improve and meet expectations if required, unfortunately I can't sign the PIP document due to inaccuracies and provide the single most blatantly obvious item and request the facts are reviewed.

We don't actually have a HR dept (for a 200 person company), so as a gesture of good will I'm half tempted to email the CEO pointing out the risk, not just on this but to an upcoming project as a result.

What are your thoughts? It feels like I'm being pushed out before the cap gets removed in January, or maybe I've rubbed someone up the wrong way, that's just speculation though.