Is this a "Performance Improvement Plan" or are they just trying to fire me??

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Hi Everyone,

I'm an experienced RN who just recently changed to a new specialty 6 months ago. Everything has been going well until management put a Performance Improvement Plan (PIP) in place last week. My concern is that this PIP is partially potentially subjective and poorly supervised. The tone and the unorganized fashion in which it was constructed is concerning to me. I have attracted the management's attention, my performance and everything I do or say is under a microscope and I feel that they are waiting for a reason to terminate me.

Here's the story:

One day last month I got so caught up in charting that I did not look up at the monitor in time to recognize an electronic fetal heart rate tracing that needed interventions. Though the patient was not harmed, I recognized that I wasn't fast and vigilant enough in that particular clinical situation. Now, I watch my monitors like a HAWK and respond quickly when interventions are needed. I KNOW I messed up in that clinical situation and I have already started to implement and document change in my practice in a personal notebook.

While I understand that I need improvement in this particular clinical area and that there is a bit of a learning curve going from a slow- to a fast-pace clinical setting, the other areas mentioned in the PIP are nondescript and potentially subjective. One point mentions that my communication style has been interpreted by some as being rude or condescending.” When I asked what I said or did that was rude or condescending” management said they could not give me any examples of this behavior.

My manager just told me that someone had slipped a note under her door that informed her that I was rude to them. I have never been told that I have been rude or condescending in a professional setting in my life, so this was quite shocking to me, as it is not in my nature. What is most concerning is: how will management objectively measure improvement in this behavioral area when they can not even objectively inform me what I am doing or saying that constitutes as rude” behavior in the first place? For all I know, someone who just doesn't like me could be fabricating this.

The rest of the PIP is a laundry list of points that I have not even had issues with, but they are listing them anyways (i.e. I will consistently exhibit professional and positive behavior with patients and families”). The management and my patients have never informed me that I was non-professional or not positive and I have had good interactions with patients and families, so I don't even know why points like this are even listed in my PIP if I don't need improvement in these areas. It seems to me that they are listing all of the areas that could potentially go wrong.

My proposed solution:

1. Since the PIP does not mention a timeline (start or end date) or how my performance will be objectively measured, I am planning to find out what the expected timeline is and create a feedback tool/checklist to track and measure my progress and present it to my manager. I would like to take this tool to the charge or resource RN near the end of each shift to evaluate me on the points that I need improvement in.

2. I'm working on my resume and will start applying for a second job, just in case I lose this current position.

My questions to those in this forum:

1. How do I address the perceived rude and condescending behavior? How do I improve is this area when I don't even know what I'm doing wrong?

2. Do you have any other ideas on what I should do in this situation? It seems to me that they are trying to find reasons to fire me. Should I just resign before they fire me?

Your feedback and insight would be greatly appreciated. Thank you in advance for taking the time to read and help.

jadelpn, LPN, EMT-B

9 Articles; 4,800 Posts

This is craziness. Do you have a union? Do you have your own (

I would also seek the assistance of your nurse educator. See if there is a "class" you can take on effective communication. Yes. may sound nuts (and there's little on this "plan" that doesn't sound nuts) but this would be a chance to "re-educate" yourself, that is tangible.

Secondly, I would also speak to the nurse educator on refreshers on cardiac monitoring. Again, shows initiative and can benefit you going forward.

I would also look into getting a certification. That can benefit you as a neo-nate critical care nurse.

Start sending out resumes. Until you have an offer in hand, I wouldn't be too hasty. Was there an appointment made to follow up on the plan? Once you have re-education in place, I would send that information to the powers that be. To verify that you are doing "something" regarding the points made on the review.

I would also at some point think about sending a copy of this "plan" to corporate. Most parent companies have an employee relations department. If the goal is that a six month review needs to have performance goals that are tangible, make sense and is attainable, this falls far below that.

HR is NOT your friend, however, in an exit interview I would be exceedingly clear on why you are leaving.

Best wishes.

FlyingScot, RN

2,016 Posts

Specializes in Peds/Neo CCT,Flight, ER, Hem/Onc.

How badly do you want to stay at this job because I see two courses of action? And from the wording of the PIP yes they are gunning for you. This is what's called a paper trail.

If you want to keep the job I agree with the other poster. Contact your clinical educator and sign yourself up for every inter-personal relationship/professionalism class they offer. Also sign up for any enhancement class that pertains to your job. This is you creating a paper trail. Stay under the radar. Keep your head down and don't talk too much and when you do open your mouth stick to professional topics. Become suddenly "busy" when any gossiping or complaining starts. Offer to help as much as you can but don't blow your own horn or expect people to notice your hard work. Trust nobody! And I mean nobody, not even the person you thought was your friend. Talk to nobody about this situation or how you feel. With any luck this will blow over in time but I'm afraid it isn't going to be pleasant for you and frankly you will probably crack under the pressure.

Your second option (and the one I think is the most viable) do all of the above and start looking for another job immediately. Better you quit while demonstrating a willingness to improve than be fired which is alot harder to explain in an interview.

Trust me on this because I've been in your shoes.

Specializes in Critical Care, Education.

Sheesh.

Yet another example of incompetent management.

It is absurd to expect anyone to change his/her behavior to meet standards that are so foggy and unmeasurable. No matter what OP does, the "manager" can just say that it missed the mark & was insufficient.... basically, a no-win situation for OP. And organizations continue to moan their astronomical turnover rates because of those ungrateful, disloyal RNs.

I think OP's plan is excellent - especially the part about looking for another job. Experienced OB nurses are a really hot commodity right now. It won't take long to find another gig.

Specializes in High-risk OB, Labor & Delivery.

Thank you for your thoughts on this, Jadelpn. Yes, I do have a union, but I have been unsure about approaching them because I fear that it will create even more tension with management.

As for certification, I already have my RNC-OB and I plan to start working on/studying for another certification (C-EFM).

Speaking to my nurse educator is a great idea. I hadn't thought of that. I will ask her today about any classes on effective communication.

I started updating my resume last night and posted it on Monster.com, for starters.

Thanks again for your great ideas!!

Specializes in High-risk OB, Labor & Delivery.

FlyingScot, I appreciate your thoughts. I have been keeping this to myself, wondering who I can trust/speak to in this situation. I am so glad I have not said a word to anyone yet, because upon further thought, I know you are right. Thanks for your insight on this!

Ruby Vee, BSN

17 Articles; 14,030 Posts

Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
Thank you for your thoughts on this, Jadelpn. Yes, I do have a union, but I have been unsure about approaching them because I fear that it will create even more tension with management.

As for certification, I already have my RNC-OB and I plan to start working on/studying for another certification (C-EFM).

Speaking to my nurse educator is a great idea. I hadn't thought of that. I will ask her today about any classes on effective communication.

I started updating my resume last night and posted it on Monster.com, for starters.

Thanks again for your great ideas!!

Approach the union! You have them, they're there to help. They may be able to provide some insight as to your best options. It could be that they're creating a paper trail in order to fire you; it could be that they're just creating a paper trail. Your union delegate may have dealt with this management team before and can give you some tips. Management doesn't have to know you've contacted them unless you enter the formal disciplinary process -- or unless you and your union delegate decide to let them know.

salvadordolly

206 Posts

Specializes in Oncology, Med-Surg.

It sounds like the "X" is on you. The first time I ran into this, I attempted to work it out to no avail.

Nursing cultures among hospitals vary widely. I use PIP rather than write ups to offer advice to improve practice, offer practical advice and retain the employee, however, I have seen them used in many settings as a response to some subjective garbage and to start the papertrail to terminate someone.

Try doing what you did in your post. In writing, layout your goals for yourself and how you will obtain them. Do it in a word document and save it to your computer if you need to take it to the union or explain yourself to your next employer. If you can, leave your own papertrail by e-mailing it your supervisor and request a meeting with the NM and educator to discuss it. This shows initiative, pro-activity, willingness, and non-defensiveness.

It may work, but if it seems the microscope zooms in closer and your become the recipient of more subjectivity, then you should probably move on. Employment-wise, it may be better to then involve the union to work out a transfer as a best compromise to avoid vindictiveness and decrease threat of locking horns with your manager. I have never worked in a union environment so I am unfamiliar with how yours might work. I also don't know your particular NM or hospital culture, but does this manager have a h/o harassment, high rates of termination? How have other issues on your unit been dealt with?

Good luck and be careful. You are wise to be looking for a new job. Act quickly, though, to avoid termination.

Specializes in High-risk OB, Labor & Delivery.

After much encouragement from this thread, I approached the union for advice. My union representative informed me that since a Performance Improvement Plan is not considered a formal disciplinary action, I don't necessarily need union representation. I now know where to turn when I have questions and am no longer afraid to involve the union if I need to.

After reviewing my action steps and clarifying goals with my manager, she said that she thought that I would be "successful" with this Performance Improvement Plan. She apologized for the vague and disorganized fashion in which the plan was written.

I only have 6 months of experience with this new speciality so I really want to make it on this unit until I at least have one year of experience (preferably 2-3 years). Otherwise, I'm not fully developed in this speciality and am therefore not as marketable if I want to go on with Labor and Delivery. I'm giving this plan 110% and watching my back at every turn. The morale on the unit is low, so I have to just keep quiet at work and just keep on working hard at this.

I am still scared, but I am hopeful and determined.

I have 30 days to prove myself.

Ruby Vee, BSN

17 Articles; 14,030 Posts

Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
After much encouragement from this thread, I approached the union for advice. My union representative informed me that since a Performance Improvement Plan is not considered a formal disciplinary action, I don't necessarily need union representation. I now know where to turn when I have questions and am no longer afraid to involve the union if I need to.

After reviewing my action steps and clarifying goals with my manager, she said that she thought that I would be "successful" with this Performance Improvement Plan. She apologized for the vague and disorganized fashion in which the plan was written.

I only have 6 months of experience with this new speciality so I really want to make it on this unit until I at least have one year of experience (preferably 2-3 years). Otherwise, I'm not fully developed in this speciality and am therefore not as marketable if I want to go on with Labor and Delivery. I'm giving this plan 110% and watching my back at every turn. The morale on the unit is low, so I have to just keep quiet at work and just keep on working hard at this.

I am still scared, but I am hopeful and determined.

I have 30 days to prove myself.

I'm glad you approached the union. They can be a great resource!

klone, MSN, RN

14,786 Posts

Specializes in OB-Gyn/Primary Care/Ambulatory Leadership.

I'm confused...how do you have your RNC-OB if you only have 6 months in the specialty? It requires 2 years.

Specializes in High-risk OB, Labor & Delivery.

Klone, I have 4 years of inpatient high-risk antepartum experience.

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