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ACCA Applied Knowledge · Business and Technology · Review and appraisal of individual performance

An employee has received a poor appraisal rating for the second year running. The company wishes to rely on the appraisal records if it later begins a disciplinary process for poor performance. Which action by the manager is most important for the records to be fair and defensible?

The manager should document the specific performance standards, the evidence of shortfall, the feedback given and the support offered to improve. This shows the employee knew what was expected and had a fair chance to improve, making any later disciplinary action fair and defensible.

  1. ADocumenting specific performance standards, evidence, feedback given and support offered to the employeeCorrect
  2. BKeeping the ratings confidential from the employee until a hearing is held
  3. CComparing the employee's rating with the team average only
  4. DRecording only the employee's weaknesses to keep the file concise

Explanation

For disciplinary action to be fair, the employee must know the standards expected, have received evidence-based feedback and have had a chance and support to improve. Hiding ratings or recording only weaknesses is unfair and one-sided. Comparison with the team average does not show failure against a standard.

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