Time vs. output in performance evaluation. what matters most?

Performance in output should be focused as for as late arrival is concerned if employee is late sitting then organization should not mind it.

Time is a dimension in which events can be ordered from the past through the present into the future, and also the measure of durations of events and the intervals between them. Time has long been a major subject of study in religion, philosophy, and science, but defining it in a manner applicable to all fields without circularity has consistently eluded scholars. Nevertheless, diverse fields such as business, industry, sports, the sciences, and the performing arts all incorporate some notion of time into their respective measuring systems. Some simple, relatively uncontroversial definitions of time include "time is what clocks measure" and "time is what keeps everything from happening at once.

In economics, potential output (also referred to as "natural gross domestic product") refers to the highest level of real Gross Domestic Product output that can be sustained over the long term. The existence of a limit is due to natural and institutional constraints. If actual GDP rises and stays above potential output, then (in the absence of wage and price controls) inflation tends to increase as demand for factors of production exceeds supply. This is because of the limited supply of workers and their time, capital equipment, and natural resources, along with the limits of our technology and our management skills. Graphically, the expansion of output beyond the natural limit can be seen as a shift of production volume above the optimum quantity on the average costcurve. Likewise, if GDP is below natural GDP, inflation will decelerate as suppliers lower prices to fill their excess production capacity.

time & output

Some of people belongs to "Excluded middle law".i.e, alternative A or B.

But the right answer here is that Both of Time and Output are measure for performance.

One of the most important aspect of performance management is continuous feedback . Appraisal had to be a culminating point recapturing previous discusssions and actions taken thereo. 

In this case, the absence management would have been communi acted to the employee earlier I guess . If not, discussing this in appraisal as a point had to be carefully planNed. 

Despite the competitive performance by employee, absence management had to be communicated subtly stating HR conveyed the issue and you would like to know more about the reason of doing so. It also Needs to be cited that, there are softer elements which also require careful attention by this employee as these behaviours are likely to be simulated by others as well.