What if the employee disagrees with Performance Rating?
- Listen to the employee to figure out the source of the disagreement.
- If the disagreement involves a fact, get the facts and make any corrections necessary.
- If the disagreement is a matter of judgment, ask the employee for additional evidence. Then determine whether that evidence is enough to cause you to change your mind, if it is then amend the rating that you assigned on the employee’s performance review.
- If the evidence is not enough to cause you to change your mind, explain your rationale to the employee and inform the employee that the rating will stay as you assigned it.
Information on the process for resolving disagreements regarding a performance review can be found in the Performance Review and Recognition Policy UBPPM # 3230
After the Discussion
- Make a copy of the Performance Review form for your desk file.
- Send the original copy to Human Resources.
- At your next one-on-one (should be within the next month) begin the planning process over and set new goals and expectations for the coming year.