Performance management is a way of linking a worker's job planning and performance to the goals of the employer. Performance management should be an ongoing process where workers and supervisors have opportunities to:
- talk about the goals of the job and of the organisation, and how they relate
- talk about the worker's performance
- set goals in key areas
- identify ways of performing more effectively
- develop a plan for the worker's ongoing development.
Performance management is generally used to:
- maximise the performance of a worker, team or organisation
- recognise and reward good performance
- manage underperforming workers or teams.
Employers have a right to monitor and manage the performance of their staff in a fair and reasonable way.
If your employer focuses on your personal situation rather than your performance, this may be discrimination. For example, focusing on your health or marital status rather than the performance problem may be discriminatory.
What your employer can do
- Raise issues relating to poor or unsatisfactory performance
- Talk to you about time off that may be affecting your work
- Monitor your work output and productivity
- Set reasonable deadlines
- Take disciplinary action in cases of misconduct.
What your employer should not do
- Focus on personal situations such as your health, marital status or caring responsibilities when managing performance
- Set requirements that may discriminate against you
- Use irrelevant personal characteristics as a reason to discipline you.
Last updated on 14 February, 2014 - 10:00.