Background and Analysis:
In Owenga v First Community Savings & Credit Co-operative Society Ltd [2025] KEELRC 49 (KLR), the Respondent conducted a performance review meeting for all staff collectively, under the guidance of a consultant.
However, the court found it unclear why such an appraisal was carried out in a group setting, given that employees reported to different supervisors, faced distinct challenges, and had varying levels of performance.
The court observed that this communal approach to performance evaluation was insensitive to the individual needs and unique difficulties faced by each employee.
It also failed to recognize the importance of addressing cases on a personal basis.
Court's Holding:
Since performance targets were set individually, the court held that the evaluation process should have followed the same approach.
Furthermore, relying on a consultant to conduct the appraisal deprived employees of the opportunity to discuss their performance in a more private and constructive manner, particularly those whose work was under scrutiny.
The court emphasized that performance appraisals, by their very nature, are individual assessments and cannot be effectively conducted in a group setting. Expecting employees to present their performance history before a consultant and members of the Board, who were not directly involved in the organization’s day-to-day operations, was deemed inappropriate and contrary to best practices in performance evaluation.
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