How to Argue an Evaluation

Performance management isn't an exact science. Supervisors and managers make mistakes during the performance evaluation process -- they aren't infallible. Many companies have processes in place for employees to dispute what they believe are unfair performance evaluations, and there are additional tips for employees to follow during the dispute process.

Instructions

1. Listen carefully to your manager's assessment of your performance for the previous evaluation period. Ask questions for clarification about any areas of your appraisal you don't understand. Record notes of your conversation, jotting down every point of interest concerning your job duties and responsibilities. You will need all the information from your performance evaluation when you file a rebuttal; therefore, taking copious notes will help you make a strong case for yourself.

2. Review the copy of your performance evaluation before you sign it. Be sure your copy of the performance evaluation accurately reflects the topics you discussed with your manager during the evaluation meeting. Don't refuse to sign the evaluation. Signing your performance evaluation merely indicates that you received the document and understand it -- it does not mean you agree with the assessment. If you want to make it clear that you disagree with the evaluation, write a brief note next to your signature that states: "Received evaluation; disagree with manager's assessment."

3. Contact the human resources department for instructions on how to dispute your performance evaluation. Obtain a copy of your file and review your employment documents, such as job description, previous performance evaluations, disciplinary action forms, attendance records and commendations. Make photocopies of your employment file materials to help you construct a rebuttal to your current evaluation.

4. Study your copy of the current evaluation and compare it to previous evaluations. Draft a list of job tasks and duties and compare your manager's assessments from one evaluation to the next, making note of any differences. Briefly describe any changes in performance on another sheet of paper and explain for each -- positive or negative -- why your performance changed from one evaluation period to another. Summarize your comparison and justify the points on which you believe your current evaluation is inaccurate. Base your justification on the reasons you listed in your draft.

5. Request a meeting with your supervisor to discuss your concerns about the evaluation. If your company's dispute process requires a meeting with a human resources staff member, request a three-way conference with human resources and your supervisor. Prepare for your meeting by articulating your concerns and using documentation to support your position. Discuss your points in a rational and unemotional manner. Allowing your emotions to influence your argument will make the meeting uncomfortable and awkward -- it also diminishes your ability to argue your points in a professional manner.

6. Jot down notes during your meeting -- note your supervisor's comments about the performance evaluation and the human resources staff member's suggestions for future performance, if any. Suggest ways you can enhance your supervisor's perception of your performance and ways to improve your performance or your relationship with your supervisor. Conclude the meeting by thanking them for their time.

References

• North Carolina State; Performance Rating Dispute Process Guidelines; April 2010
• U.S. Department of Interior: Performance Appraisal Handbook
• Association of Flight Attendants-CWA, AFL-CIO: Dispute Resolution Attendance and Performance Guide
• "ntrepreneur; How to Survive Employee Performance Appraisals; Dr. David G. Javitch

Resources

• HR.com
• Society for Human Resource Management
• National Human Resources Association
• Workforce Management