Can Employees Provide a Rebuttal of Their Review?

Negative performance reviews need not be the last word on employee performance.

Employee evaluations are often uncomfortable for an employee to hear or read, especially if it turns out to be a negative review. Some employees feel as if they have no recourse except to take the review they have been given. In doing so, that review remains a part of his permanent employee file and can follow him throughout his career with the company. In many organizations, however, employees do have the opportunity to provide a written rebuttal of the assessment they have been given.

Policies

Most organizations allow employees to provide a written rebuttal of their employee evaluation, although they may give varying degrees of weight to such rebuttals. Some employers like Cornell University and the Association for California School Administrators have specific written policies indicating that an employee has recourse to provide a written rebuttal of the performance review. The advantage of a written rebuttal is that it provides a permanent response to the negative review that remains in the employee's file throughout his career.

Advantages

Aside from providing a response to the performance review that future supervisors will be able to view, a performance review rebuttal will also provide some additional benefits for the employee. The written rebuttal also provides the employee with an outlet to officially voice his frustration and disagreement over the assessment. An employee who takes the time to provide a written rebuttal is more likely to be serious about the rebuttal than someone who simply spouts off some verbal frustration. It also shows the employee that the company wishes to be fair in its assessments.

Approach

The approach an employee takes in a performance rebuttal is key. An improper response will only indicate that the employee wishes to blow off steam and was angered by the evaluation. Instead, employees should respond by providing a factual and straightforward rebuttal that avoids any emotional rants or tirades. An emotional response will typically reflect in a negative way on the employee and in the end, will accomplish nothing. The Association of California School Administrators recommends avoiding any critical statements regarding the supervisor. These also tend to reflect negatively on the employee instead.

Time Frame

Some companies have a specific time limit in which an employee rebuttal can be submitted and go into an employee's permanent file. The time frame will vary by employer. Cornell University requires that these be submitted within 10 days of the original performance review. However, Cathy Goodwin, Ph.D., of the Performance Management & Appraisal Help Center argues that the employee should take as much time as possible to gather evidence and put together a case on his own behalf. If a specific time frame is required by the employer, the employee should take as much of that time as possible.

References

• Cornell Information Technologies: University HR Performance Dialogue Policy
• Free Management Library: How to Conduct Employee Performance Appraisals
• Performance Management & Appraisal Help Center: Seven Tips to Deal With a Bad Performance Review
• Sutter/Yuba County Employees Association: Written Rebuttals
• Association for California School Administrators: How to Respon to a Negative Evaluation