Acas has published new guidance on performance management after its research revealed that only one in four employers adapted their performance management systems for employees with special needs, disabilities and conditions such as dyslexia and autism.
The research also found that only one in ten employers used their systems for planning and monitoring training and development.

The guidance makes clear that performance management should not just be seen as a tool to identify poor performance; a good system can help a business to motivate their staff and identify development opportunities. The guidance covers:

• What performance management is
• Why managing performance is important
• How to get performance management right
• Measuring staff performance
• Maintaining effective performance management arrangements
• Developing staff
• Research and case studies.

The guidance also includes some top tips for employers on how to treat their staff fairly, such as:

• Avoiding surprises – managers should be discussing and addressing problems along the way and as they arise, and not leaving concerns until the end of year appraisal meeting
• Avoiding favouritism – objective criteria should be used to measure performance where possible to reduce the risk of managers being seen to favour certain employees over others
• Avoiding discrimination – employers should actively consider the diversity of their workforce and ensure that their arrangements are fair to all and in line with the Equality Act 2010. For example, an employer must be proactive in making reasonable adjustments
  if an employee with a disability is disadvantaged by their performance measures.

Source: New feed