How to Dispute Your Performance Evaluation

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Performance evaluations are a tool that employers use to help employees make improvements where they are needed, and to praise a good work ethic. A positive performance evaluation can be a great tool that can help you advance your career. It can highlight your strengths and accomplishments, while making you more marketable to employers. If you receive a performance evaluation that is less than flattering, it can hurt your career or lower your salary. If the evaluation is not accurate, it may be worth disputing, in order to avoid having any inaccurate information placed in your permanent employee file.

Review your performance evaluation privately and honestly evaluate the content. Accepting constructive criticism is difficult for most people, and performance evaluations can be laden with criticism. You need to be able to separate fact from fiction. If, after careful review you still find that information in your performance evaluation is inaccurate, disputing the evaluation might be your best option.

Speak with your immediate supervisor. Your supervisor might be able to give you an explanation for the content of your evaluation, or make minor corrections to your evaluation if he has the authority to do so. Be sure to approach your supervisor with a calm, rational demeanor to get the best results. If you don't get the results you want, or if your supervisor does not have the ability to help you, be prepared to take your concerns to the next level.

Document the errors that you found, and gather as much supporting evidence as possible. This may include employment records, witness statements and any other documentation that you feel might be helpful. Using this information, write a formal grievance letter to your human relations department, indicating the errors that you have found, with copies of the supporting evidence that you have. Keep copies of these documents neat and organized, so that you can access them quickly when you need to.

Make an appointment to speak with your Human Relations Manager or Employee Relations Director. This appointment should be scheduled several days after the receipt of your grievance letter, and will serve as a follow up. Your grievance should have already been read and addressed and an amicable solution should be on the horizon.


Send your grievance letter by certified mail, to ensure that it is received.


You may have a time limit to file dispute regarding your performance evaluation. Seek the advice of an experienced employment attorney prior to initiating any action against your company.

About the Author

Ginger Kelly has been an accomplished professional writer since 1997. She began her career writing for school newsletters and newspapers, then moved on to community newspapers. Kelly has written various articles on a variety of topics ranging from parenting to health care. She is a paralegal graduate of Blackstone College.

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