This document discusses a model for employee assessment and decision making that considers both trust and performance. It explains that most companies evaluate employees regularly, often annually, based on these two key parameters. The model helps determine the proper balance of trust and performance when assessing employees. Trust is equally important as performance because breaches of trust can lead to major organizational failures. The document advises gauging an employee's past record with the company to evaluate their trustworthiness based on any previous breaches of trust, regardless of size. It presents a grid to show the four combinations of high/low trust and performance, noting that high performance and high trust is ideal for hiring, while low performance and low trust means to not hire.

1. Ahmad Tariq Bhatti
FCMA (Pak), ACMA (UK), CGMA, MA (Eco.), BSc
Employee Assessment
and Decision Making

2. Trust vs Performance
An employee evaluation is the assessment and review of a worker’s job performance. Most
companies have an employee evaluation system wherein employees are evaluated on a regular basis
(often once a year). This model quickly explains the parameters of successful employees in an
organization.
First parameter is TRUST. How much trust a company places on an employee? Second parameter is
PERFORMANCE. How good an employee is in his on job performance? This model explains how to
figure out the exact balance in these two parameters at the time of employee assessment? This
model will surely help you in quick decision making in the situation where trust and performance are
competing each other.
Emphasis is equally placed on trust alongside performance in this model mainly because trust
breaches of employees result is big failures of organizations. How can one gauge the trust levels
mentioned in this model? Yes, it is a subjective matter, yet can be gauged. We have track record of
employees from the past service, we need to see it in the parlance of trust. We can see as to how
many times an employee has breached the trust? No matter, it is small or big breach. If someone has
habit of breaching trust, he cannot be trusted for big business of the organization. This is why,
performance remains behind trust.

3. HP
LT
HP
HT
LP
LT
LP
HT
Tr ust (T)Performance(P)
L ---------------------------------------------------- H
L-----------------------------------------------H
Don’t hire
Ideal to hire
Never think of hiring
Can be hired
Employee
Assessment Decision

4. Thank You!