Do I have to tell a new employer I was performance managed
I would like to apply for public sector positions but have noticed that some government agency application forms include a question about whether I am subject to any formal processes, including performance management or code of conduct reviews, by any past or current employer.
The problem is that I was assigned to performance management by one of my previous employers while my then manager was trying to manage me. After a labor lawyer from my union became involved, the performance management process was canceled without any findings.
In this case, do I still need to make a declaration? If so, what should I say? I don’t want to jeopardize my applications by giving a potential employer the impression that I’m a troublemaker.
Although your question is unique, the dilemma you mention is one that many Work Therapy readers struggle with. Most job seekers are faced with choosing between complete honesty, which has the potential to jeopardize their chances of advancing in the recruitment process, and seemingly reasonable negligence, which could be seen as deceptive behavior if discovered later. And this is rarely an easy choice.
Ask your question to Dr. Dr., senior lecturer in management and leadership at RMIT University. I asked Andrew Dhaenens. He said that one of his areas of expertise is human resources, and that if he were you, he would easily answer ‘no’ to the question on the application form.
However, this view stems specifically from the fact that your former manager’s attempt to manage performance was not successful. “The reader can have confidence in knowing that any process has been stopped. If an investigation had continued or a finding had been made, then my answer would have changed,” he explained.
HR professionals recommend sticking with integrity in these situations, and that’s generally good advice.
Dr Dhaenens said that when a potential employer asks whether you are subject to any official action or investigation, they are usually interested in “misconduct or misconduct”.
“Some performance-related conversations, even some formats, don’t rise to that level. The unfortunate truth is that checking ‘yes’ will likely jeopardize your application because potential employers are risk-averse.”
This is an important point. I’ve spoken to HR experts who recommend always sticking to integrity in these situations, and I think that’s generally good advice. But it really matters when you disclose such information.
If your early disclosure means you won’t make it past the first stage of the civil service recruitment process, you’re the embodiment of the phrase “honest to faults.” This doesn’t mean you have to lie.
This doesn’t even mean that you should hide facts about your previous employment history indefinitely. But this means you may need to think less about the letter of the law and more about its spirit.
So, if you get to the interview stage and you know from discussion that this is a job you enjoy and you feel welcomed, you might consider telling the panel that you feel you should mention something from your professional background. But be careful how you frame it. “For the sake of transparency…” might be a good place to start.
Of course, you should make it clear that the disciplinary action in question was not justified and was ultimately stopped, but be careful how you talk about the manager who took this action. You may have good reasons to question their professional judgment or even dislike them.
But as Dr Dhaenens says, those responsible for recruitment can be risk averse. Be honest about administrative facts, but be wary of the people involved. If you’re worried about being seen as a “troublemaker,” don’t even give interviewers a chance to sniff out the possibility.
Dr Dhaenens’ final note relates to how you responded to your performance management in your old job. “The reader’s story is also likely a good reminder of the value and benefits of paying your union dues and exercising your rights to independent advice and representation.
“Apart from the generally recommended legal advice, Fair Work Ombudsman “It brings together best practice guides for navigating performance management and fraud investigations.”
Send your questions to Occupational Therapy via email jonathan@theinkbureau.com.au
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Jonathan Rivett is a writer living in Melbourne. He’s been writing about workplace culture and careers for more than a decade.
