Ensure that specific job descriptions are in place and that expectations have been clearly communicated.
Conduct periodic formal and informal performance management one-on-ones to discuss progress, areas of improvement and strengths.
Ensure that merit increases are given without discrimination.
Promotional opportunities should be posted in a manner that is accessible to employees with disabilities. Management should give them the same consideration for promotions as others based on their skills and abilities.
Corrective action should be well documented and supervisors should be encouraged to discuss corrective action for an employee with a disability with a designated HR professional who has thorough training on ADA issues, accommodation, and regulations.
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