Can any one assist please...
Discussion
Well this basically boils down to what is an acceptable error rate.
If the process is so complex that it requres four seperate checks, then presumably if it was run perfectly first time then the checking would be redundant.
Things to consider.
HR have stated they want to look into the circumstances before they will allow a PIP to be put in.
You have already demonstrated a recent improvement.
You need to ask specifically, what is the acceptable error rate for the work you do ? who determines that, and is that fair (based presumably on the historical record) I.e. if they average the errors out at say 5 per month. then a fair PIP might be 3 per month to meet expectation. That allows for some errors, without the quality of your work being called into question.
If they require a 0 error rate - then look for a new role ! Or offer to take the redundancy early ?
The way you have written this, implies that HR might be aware your manager is a tool, so perhaps get in first and state that you are extremely concerned about the PIP as you feel that nothing you have done is good enough for the manager, and you are concerned you won't get the opportunity to demonstart you have improved.
There may be some mileage in attributing previos errors to the new system and state that it has taken far longer to learn than anticipated, lack of training etc.
With PIP, the business needs to support you, can you request additional training, or further support, are you under resourced for the task etc
If the process is so complex that it requres four seperate checks, then presumably if it was run perfectly first time then the checking would be redundant.
Things to consider.
HR have stated they want to look into the circumstances before they will allow a PIP to be put in.
You have already demonstrated a recent improvement.
You need to ask specifically, what is the acceptable error rate for the work you do ? who determines that, and is that fair (based presumably on the historical record) I.e. if they average the errors out at say 5 per month. then a fair PIP might be 3 per month to meet expectation. That allows for some errors, without the quality of your work being called into question.
If they require a 0 error rate - then look for a new role ! Or offer to take the redundancy early ?
The way you have written this, implies that HR might be aware your manager is a tool, so perhaps get in first and state that you are extremely concerned about the PIP as you feel that nothing you have done is good enough for the manager, and you are concerned you won't get the opportunity to demonstart you have improved.
There may be some mileage in attributing previos errors to the new system and state that it has taken far longer to learn than anticipated, lack of training etc.
With PIP, the business needs to support you, can you request additional training, or further support, are you under resourced for the task etc
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