We have recently recruited to a post whereby we appointed two of the candidates. The second best of the interviewees was a fixed term appointment to help us through a current backlog of workload. Another team member has just handed in their notice and we are going to offer a permanent post to the person who is currently in a fixed term post.
This person identified themselves through their CV as having mild autism. Since they were appointed to the post, we have found that their ability to undertake some tasks - the post is an assembly post in our factory and their dexterity and ability to manipulate some of our heavier products is not as strong as we would expect. In terms of other aspects of his performance, he was making some mistakes but we realised that he hadn't understood instructions fully. Once that was rectified, he has been very consistent.
So, assuming this person accepts the permanent post, we are considering how we should fairly tackle the performance issue. This scenario isn't something I have come across yet and I want to get it right. It has only been a month since he started with us.
My initial thoughts are that we don't know what the reasons are for his lack of ability in the areas identified and we of course don't know that they are related to his autism. So how should we start the performance conversation with him? Any advice would be greatly appreciated.