Performance Management, Career Development, and Redeployment
There are other processes that help support employees. The standard also includes requirements for these:
- Performance management
- Career development
The standard requires these processes take into account the accessibility needs of employees with disabilities and their individual accommodation plans.
These requirements apply only if the organization currently has these processes in place. Organizations are not required to establish these processes if they don't exist.
Select the headings below to see some examples of how these requirements could apply:
Providing a performance plan document in large print to an employee with low vision
Reviewing an employee's accommodation plan to understand the individual's accommodation needs and determine whether it needs adjusting to improve his or her performance on the job
Adjusting accommodation supports or updating an accommodation plan, with the employee's participation, to meet the employee's new role or responsibilities in the event the employee is promoted or redeployed
Activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
Providing additional responsibilities within an employee’s current position and the movement of an employee from one job to another in an organization that may be higher in pay, provide greater responsibility or be at a higher level in the organization or any combination of them and, for both additional responsibilities and employee movement, is usually based on merit or seniority, or a combination of them.
The reassignment of employees to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated by the organization.