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If you disagree with something on your performance eval - SM

Posted: Jul 20, 2010

and you refuse to sign it, will it make a difference? Or should one refuse to sign it and go over the head of your immediate supervisor since obviously your supervisor and you disagree?

Don't do it unless you want to lose your job. nm - RoadRunnerMT

[ In Reply To ..]
:

Ive refused to sign before and gotten away with it. - Another time, I just wrote - sm

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something to the effect of, "The issues on page 2 and page 5 are completely false, the supervisor is lying, and I am signing this report under duress."

_________________
(My Name)

Makes no difference whether you sign or not sm - IMO

[ In Reply To ..]
because it will go right in your file just like always. Of course, if you don't sign that's another reason to brand you a troublemaker.

Think carefully about whether it's worth going over someone's head just to be ***right***.

I'm losing money if I accept the eval the way its because it - sm

[ In Reply To ..]
affects the amount of my raise. And it's just not right. I know I should count myself lucky because I have a job in this economy, but she's just plain wrong. I'm not trying to insult anyone or be argumentative. I plan on being diplomatic, but she's wrong. I thought I would approach it like "I'm a little confused about ..." and start a dialogue with her.

Basically, it's a productivity issue. When I was hired, I was given a job description with the minimum requirement per day which I met. Then I was told that they were increasing the minimum and I upped my production accordingly. Six months ago, I'm told I need to up my production yet again which I did. I'm even earning incentive money and now on my eval, I'm told my productivity is below standard. HUH?!?!?

I will be the first to admit, I'm not someone who beats my body up to earn a ton of incentive money, but I do always at the very least meet the minimum. But recently I've been earning incentive, so how can my productivity be below standard?

How can I not say something?

Ask for any and all documentation - Happy MT Robin

[ In Reply To ..]
Whenever I've had an issue like this or anything with an employer where they were vague and said "well you didn't do such and such or so and so" I always come back with a request for specifics. Dates, times, documentation. Anything and everything that they are basing their statements on.

In your case, since they are saying your productivity is below standard, ask for a current copy of the standards to see if it's the most current version that you have. If you don't have it, find out when that version was published and ask them when it was distributed to the MTs. Then ask them for the logs or records of your line counts that they are basing this on. Make sure that the line count information they are using matches up with your records. If it doesn't match, give them a copy of your records and ask them to clarify any discrepancies.

It could be something as simple as she's looking at the wrong information for you. Yes, I'm giving them the benefit of the doubt. It could be more nefarious than that, but I don't like to go in that direction without a whole lot more to go on.

Good luck. I hope you get it resolved.

Thanks for your suggestion. I have asked repeatedly what - sm

[ In Reply To ..]
the minimum requirement is. When I was first hired, I received a job description that clearly defined the minimum requirement. Then six months down the road, I was verbally told they were raising the minimum and she announced it at the next department meeting. However, we never received any documentation on the subject, just the verbal. So that's where I have been the last year and a half. I asked as recently as a month ago when the issue of productivity came up again what the minimum requirement was and my supervisor said "Let me think, I'm not sure, but most everyone else is doing..."

I didn't want to seem confrontational, so I didn't say much because at that point I didn't know that I was going to get pinged on my eval for this issue. But I don't really care what most everyone is producing, I want to know what the minimum expectation is for EVERY employee and it should be the same across the board.

Anyway, I have drafted an email to my supervisor asking for clarification on this matter and I'm going to see where it goes from there. I plan on being very professional and very polite, but I'm willing to risk getting on her bad side if we can't resolve this. A bad eval will cost me a good raise, but it will also cost me my scholarship benefits that I'm receiving for my college (I'm studying radiology technology). And I'm wondering if that was the plan all along....

But now I'm just going off on a paranoid rant... ;) Thanks for the advice.

What about signing, "Received" and your signature which doesn't mean you agree - Then ask for more information and listen before yo

[ In Reply To ..]
If you just write, "Received (date) (signature)", you aren't agreeing with it but meeting their requirement that they get the information to you. Then I would ask for more information about one comment. Don't disagree with it that point. Just ask for more information and listen carefully to see if there is anything there that may be helpful to you. Have dates and amounts of incentive pay, etc., with you and ask that it be attached to your record if appropriate.

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