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Is it common and generally accepted for an HR executive to sit in during a performance review? I don't agree to have the HR sit in because the presence of a third party may have impact on what can or cannot be discussed as openly as I wish.

What is the role of HR joining the meeting at all? How does it facilitate the performance review at all?

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HR is probably here to make sure that the content of the performance review does not stray into inappropriate territory. HR is responsible for making sure that company personnel acts in compliance with company policies and the applicable labor laws. You are not comfortable? That's irrelevant. –  Vietnhi Phuvan Apr 23 at 3:14
    
It could be about getting more objective, and documented results from the review, for reasons unrelated to the review. –  Volker Siegel Apr 23 at 9:19
    
As is, this question is just asking for a list of reasons why this may happen. Isn't the real question how to get HR out of your evaluation meeting? –  JeffO Apr 23 at 13:13
    
@JeffO: Just went over the text of the OP's post. I don't see the "real question", as identified by you, anywhere in the OP's post. Asking that "real question" is as futile and nonsensical as asking "how to get my boss of my evaluation meeting", especially if HR is monitoring the boss to make sure that his or her performance evaluation process is in compliance. If HR is just sitting in through the back and forth, it's obvious that they are observing somebody. And that somebody may not be who the OP think it is. –  Vietnhi Phuvan Apr 23 at 19:22
    
@JoeStrazzere Actually this question came about as me being the reviewer. I was concerned that I will not get honest response with a third party present. For example, if certain people are on good terms with the HR, then it may be less likely that they are willing to voice out conflicts in the team. Of course, when it's my turn to be reviewed, the same can be said. –  Jake Apr 25 at 6:24

3 Answers 3

up vote 18 down vote accepted

It's not usual practice, but it is certainly not unheard of. You can try asking why, but they may not tell you. It may or may not be anything to do with you.

Possible reasons include the company wanting a third party who can confirm what was said at the review if it later becomes important (lawsuits being one of several possible reasons); your boss may be having his performance review techniques checked up on, or HR may be conducting a survey of how performance reviews are done in the company. It may be that your boss is going to deliver some kind of formal warning to you, but these are normally delivered without HR in my experience, and if you are about to get a formal warning then you should already be aware that something is wrong. In any case objecting to the presence of HR isn't going to help.

The presence of HR isn't going to affect the review. HR has full access to your employment records if they need it, so there isn't anything that can't be discussed in front of them. The only exception would be if you intended to bring up some extremely personal matter. Your best bet is to just ignore the other person in the review completely, unless they want to interact with you.

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The reason provided was that the HR was there to act as witness as to any agreement between the 2 parties e.g. performance incentive etc. to ensure these are written down and avoid future conflict. –  Jake Jun 6 at 7:28

In my experience, it is usually a sign that something is happening elsewhere, probably legal, that has the company exposed to liability, and they want to make sure there is an observer in the reviews.

I (obviously) can't say why the HR person is there, but that is a common occurrence after a lawsuit has been filed to avoid a he said / she said predicament.

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I don't think it is common, but I would expect the HR person to explain why she is there. It could be company policy (Still nice to know why.). You should have asked.

More HR people (assuming they have the expertise) need to take an active role in in training and evaluating the reviewers. Not everyone is good at it. Google crunched the numbers and found the best way to predict a good hire was by looking at who hired them and who suggested not hiring them.

Since you did not ask, this may be a sign that you are not comfortable with the way your company operates. Is there a reason to be suspicious? If not, go ask HR and give them some feedback that you didn't feel you could be open in the meeting. Maybe you need another meeting with your boss without HR present. You shouldn't wait for the formal review to work things out with your boss either good or bad.

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