A city union contract limits the official evaluation form, and managers conclude they therefore cannot manage performance. What should senior HR do?
Select an answer to reveal the explanation.
Short Explanation
A contract that limits the form is a fence around the paperwork, not a padlock on managing work. Stay inside the agreement and still run a real feedback cadence. Walking away from performance management because the form is constrained is how a shop goes silent.
Full Explanation
Labor constraints shape the performance-management process; they do not erase the employer's duty to set expectations and give feedback. Senior HR should design a lawful cadence—check-ins, documented coaching, work-product review—that uses the contractual form and any permitted supplements. Unilateral new forms and off-contract 360 tools risk grievances, while abandoning the system until the next CBA leaves performance unmanaged. SPHR practice is to operate inside the agreement and bargain later for tools the current language still blocks.