This section examines the legal and practical challenges which organisations face in managing performance and developing employees. Performance is used in a generic sense, referring to quality and standard of work, attention to detail, attendance, compliance with procedures, appropriate behaviour, etc. This section also addresses the specific issues associated with managing absenteeism.
A formal performance management process is a indispensable tool to manage individuals, maximise organisational performance, intervene early in light of concerns, and smooth the transition to disciplinary action, where appropriate. It is a valuable starting point in agreeing employee development plans, which can then be integrated into the organisation’s strategic training and development plan.
Employers have to manage performance and deal with absence in a non-discriminatory manner, in line with employment equality legislation, collective agreements and contractual arrangements. A right to access an occupational sick pay scheme exists in certain sectors.