7 things to know when facing a performance appraisal

Many of you are familiar with the District’s Performance Appraisals.

PURPOSE – To formalize the process for establishing and communicating responsibilities, accountabilities and expectations for employee performance and for documenting employee performance

We have been getting them ever since we were first hired. In your first year of employment, you receive multiple appraisals evaluating your performance which eventually leads to a “Final Appraisal” concluding your probationary period accompanied by a recommendation for permanent hire.

What you may NOT be aware of is your right to appeal the Performance Appraisal. You can find information pertaining to the appeal in Procedure 215 under Process for Employee Comments and Challenges.

Here are a few things to keep in mind when you wish to dispute and/or appeal an appraisal.

1. You have the right to refuse to sign an appraisal. However, signing the appraisal does not mean you agree with what has been written. The signature only identifies that the employee has received a copy of the appraisal.
2. You should provide comments on the appraisal indicating your position.
3. The first step in appealing the appraisal is having a conversation with your immediate supervisor in an effort to resolve the differences.
4. If the issue remains unresolved, you can request a meeting with the next level supervisor to challenge the appraisal which will also include your immediate supervisor.
5. You can continue to challenge the appraisal through higher levels of supervision until the Department Director renders a final decision.
6. At any point, you can attach comments to the appraisal which will be submitted to HR to be placed in your personnel file.
7. Union Representation can be requested ONLY to assist or advocate for the employee but NOT speak on their behalf. Performance appraisals or not a grievable document.

Fellow members of Local 444: Do not hesitate to question your appraisal. If you feel that you are inaccurately portrayed, then take action to correct it.