Page 11 - PERFORM_MODULE_4_CONTENT

5. Performance Appraisal Practices

To maximise the performance and success of Autistic employees, employers can
implement the following best practices:

Best Practice 1: Optimise the Probationary Period

A well-structured probationary period is crucial for ensuring that candidates with
Autism are suited to their roles, paving the way for long-term support and employment

retention. Employers should clearly explain the purpose of the probationary period and the
accompanying performance appraisal process to candidates. Suitability assessments begin

during the initial interview and continue through the probationary period, typically lasting
three to six months.

During this time, managers should:

• Evaluate the employee’s skills, knowledge, and training needs.
• Use tools like the PERFORM HR Platform (described in Module 6) to support

assessments.
• Provide regular, constructive feedback to monitor progress.

• Address identified training needs through coaching or mentoring programs.

Best Practice 2: Establish Long-term Performance Management Processes

Performance management should be a continuous process throughout the

employment cycle, regardless of an employee’s abilities. Managers can ensure consistent
support by scheduling regular performance review sessions, either one-on-one or in groups.

The frequency of these sessions can be tailored to organizational policies or agreed upon by
managers and employees.

Key components of performance review sessions include:

• Discussions of daily challenges, achievements, conflicts, and inspirations.
• Providing constructive feedback to acknowledge successes or address areas for

improvement.
• Exploring workplace relationships and social dynamics.

10 | P a g e

Project Number 2023-1-IT01-KA220-VET-000152721