Your employees with disabilities should go through a regular review process – with exactly the same review schedule as any other worker – in order to measure their job performance and help them develop as great employees.

While every organization has its own policies and guidelines for employee reviews, which should be integrated in your ultimate approach, we’ve put together a list of seven best practices for employee reviews that can help guide the process.

Remember, your employees with disabilities should be treated no differently than any other employee, excepting requested accommodations, and this should extend to your review questions and process as well.

Best Practices for Employee Reviews:

  1. Give immediate, clear and open feedback about the standard of work done – and where the employee’s current performance is in relation to that standard
  2. Present feedback in the forms that work best for the employee – for example, provide both written and oral feedback
  3. Set aside time for the employee to receive feedback and process the information
  4. Make sure that all accommodations needed in the workplace are also present during reviews
  5. Consider contingency plans for dealing with stressful situations and plans for contact with someone (parent, guardian, job coach) who can give support
  6. Consider engaging a job coach in the review process, but give feedback directly to the employee
  7. Be prepared and open to a disability disclosure and a request for an accommodation

This review process will also be one of the ideal places to measure your success in establishing an inclusive work environment and disability inclusion plan.

Understanding what works, and where you are most successful, is the key to continually improving and growing and making the most out of your disability inclusion initiative.

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