Navigating Contract Workforce: Can Employers Set KPIs, Address Discipline, and Conduct Assessments?

Hi guys, need some help getting clarity on the following:

Performance management for contract workforce

Can the principal employer communicate to the contract workforce on KPIs, weekly performance on these KPIs, and overall performance (above average/avg/below average)?

Discipline

Can the principal employer communicate to the contract workforce on disciplinary issues (absenteeism, lateness), warn them, and inform them of possible repercussions?

Assessments

Can the principal employer ask the contract workforce to take assessments such as personality tests or work and values tests?

The very purpose of engaging contractor workmen is nullified when 'Supervision and Control' are exercised by the 'Principal Employer'. In this case, the claim for permanency for the contract workmen on the Principal Employer is more supportive/in favor.

Dear colleague,

The principal employer should ask the Contractor to communicate/implement the intended actions and totally avoid coming directly into the picture to preempt any possible claim by the contract employees for taking on the company's role.

Regards,
Vinayak Nagarkar
HR Consultant

Contract allotted for specific work is to be considered for its performance, completion, and the defined terms, which are then escalated to the contractor. However, there should not be any direct involvement or interaction with contract workers. The appropriate reports can be obtained from the contractor on the performance and progress under the terms of the contract.