Disclosure Tool Demo – 12 Performance Reviews



Keep in mind, performance reviews for employees with a disability (whether disclosed or assumed) should not be any different than performance reviews for other employees. The focus of the discussion should be on how they are performing the essential and marginal functions of the job. It’s not the time to discuss issues related to their disability, health, etc.

If you will be conducting a review with your employee who has a disability and are expecting to discuss sub-par performance and/or rate the individual’s performance as below average, do not refer to the individuals disability or chronic health condition as the reason (perceived or otherwise).


To Responding to Team's Concerns and Inquiries

Back to Accommodations/Workplace Supports