ANNUAL EVALUATIONS

Have an annual eval coming up? Didn't like the one you just got?
Unfortunately annual evals aren't disciplinary and so can't be grieved. But there still are things you can do to improve an upcoming one or to challenge/rebut one you've already gotten. 

 

If you have an eval coming up:

• Do your own review of your accomplishments. Bring a list of those accomplishments to the evaluation. Give a copy to your supervisor and go over them BEFORE your review starts.
• Review problems you've had. If there were mitigating circumstances make sure your supervisor is aware of them. If there weren't any you can still show that you haven't repeated the error, or that you have an action plan to prevent reoccurrence.

 

During an evaluation and you disagree with what your supervisor says:

• Ask for specifics. Don't let them base statements on generalities.
• Ask to see any documentation. 
• Point out where you've handled similar circumstances well.
• If the problem occurred a while ago/was a one time thing. Point that out.
• Ask if this criteria is being applied to everyone equally.
• If you know co-workers who will support you; ask the supervisor to speak with them.
• Go ahead and sign the evaluation. You might as well, it only indicates receipt of the evaluation, it doesn't mean you agree with it.
• Directly under your signature write "see attached rebuttal." You don't have to produce it on the spot. You can write it after and have it attached. This will alert anyone reading the eval that you didn't agree with it and you can explain why. If the supervisor shuffles away your rebuttal (rarely happens) the reader will know to ask for the rebuttal.

 

Writing the rebuttal:

• Never, never make pejorative or accusatory statements about your supervisor. Even if you believe he's deliberately out to get you. If your supervisor is doing something wrong then take it up with his manager. The rebuttal isn't the place.
• Don't involve emotions. Especially if you're really hurt. This is business and you are a professional.
• Keep it short, direct. Someone who doesn't know you isn't going to read an 8 page document. They won't care about "the big picture." It's best if you can keep it under a page.
• Respond directly to the statements in the evaluation.
• This is about you. Don't write about the failings of others. At most state that your supervisor hasn't applied the standards of evaluation consistently.
• Point out any failure to provide specifics or lack of documentation.
• Always keep copies of all the documents you've created and of the evaluation.

 

[back]