The Executive Suite: How to Challenge Employment Evaluations

Monday, July 1, 2013

How to Challenge Employment Evaluations

You just received your employment evaluation back from your supervisor, and it is less than satisfactory. You would be eligible for a raise with a higher evaluation score. And you genuinely feel that your performance has been more than adequate and that you should receive the raise. However, challenging your evaluation in the wrong way could send waves in the wrong direction and could lead to a demotion or termination. By addressing the matter confidently and with quantifiable points to back up your concerns, you will likely succeed in at least reducing the blow to your employment record.

A personal record of your attendance
Your contributions to a project or team effort
A record of profits you have generated for your company in the past year
A performance contract

Collect and Present Information about Your Performance

Collect information. Although you may not have kept detailed notes of your performance for the past year, there is much you can do to collect accurate information now that will convince your supervisor and the managers above your supervisor that you are a valuable employee worthy of a raise. Collect information that addresses, as much as possible, the specific complaints in your performance evaluation. Quantify factors such as when you start work and end work each day and how long a lunch you generally take. Document times you have worked overtime. Estimate the amount of profit you have made for the company, or describe your contributions to a project or team effort.
Evaluate whether your negative evaluation may be the result of illegal discrimination against your race, religion, gender or age. If you believe you are being discriminated against, you will have a stronger case if you have some kind of physical evidence or witnesses. However, even if you don't, take the time to write down your recollections in as much detail as possible.
Meet with your supervisor or the individual who prepared your written evaluation. Speak with this person as calmly and confidently as you can, explaining that you feel the evaluation is inaccurate and you are requesting that it be corrected. Provide a brief verbal explanation of your concerns, and then offer to prepare a memo detailing the collected information about your performance. If you suspect discrimination or feel uncomfortable about speaking with your direct supervisor about this matter, go to the manager above your supervisor or to an officer in human resources.
Wait for a response. Give your company time to consider your claims and to reevaluate your performance evaluation. Touch base with people after the first week if you haven't heard back from them. If you are not receiving a response, you may consider speaking with an employment attorney.
Negotiate terms. If your employer responds to your request, you now have some room to negotiate, even if your employer has not offered to make changes to your evaluation. Request that if you don't currently have a performance contract in place that one be written. It should outline, in an objective way, what is expected of you in your position. Then request a reevaluation for a raise in three months, and make sure to keep an accurate log of your performance.