A supervisor asks the instructor to add a clerk's medical leave and an old disciplinary write-up to the occupancy-class performance report. What should the instructor do?
Select an answer to reveal the explanation.
Short Explanation
A class report is not a personnel folder. Stick to how the clerk did on the occupancy work and leave medical and old discipline out of it. Broadcasting that extra stuff is how trainers step on legal and privacy lines.
Full Explanation
When a supervisor asks the instructor to add a clerk’s medical leave and an old disciplinary write-up to the occupancy-class performance report, the instructor should limit report comments to training-relevant performance and omit unnecessary medical or disciplinary detail. Evaluation reporting must stay inside the training event’s scope and respect privacy boundaries that protect employees and the city. Including medical and disciplinary files to look "thorough" fails relevance and confidentiality norms. Posting comments on the department intranet so peers can "coach" fails need-to-know limits. Emailing the full personnel file to everyone who sat in class is a serious privacy failure. Exam caveat: report training performance to people with a legitimate need; do not bolt on unrelated personnel history. Operational check: write the performance note against the occupancy objectives only, refuse to attach medical or old discipline artifacts to the training report, route any personnel concerns to the proper HR channel, and confirm distribution is limited to authorized recipients. Keep the published objective visible on every rubric and report so raters do not drift into convenience metrics.