I would collect data before my appeal and organize into a presentation. The correct way to contest an evaluation is checking on the Employee Handbook to verify what the correct procedure is. Assuming that the correct procedure is talking to the Human Resources Department I would discuss the following appraisal threats which I have encountered and I would put it in a letter format so it can be found in writing:
Recency- In this evaluation recency has been an issue because the evaluation was done in the last two weeks of work and the appraisal only came to see me twice before my review. I believe if we had spent more time together I would for sure receive a more pleasant appraisal.
Uniformity- The evaluation has been issued to co-workers unfairly due to no money for merit increase according to company policies as stated by Natalie. In this case, when evaluation is not found to be fair it may decrease motivation in the work force.
Vagueness- Vagueness has occurred due to the fact that I was only told to “try harder” and “I think you can do better” but I was never specifically told as in exactly I need to work harder on and what it is that I can do better. I feel that there has been a lack of feedback and I still as of today have not yet received my written evaluation as promised so I may work on my improvements.
Cost Concerns- I believe that I was given a lower rating than deserved in order to save the company money as Natalie mentioned herself. All I would like is a fair rating. I would be willing in having a second appraisal so the company may see that my work is valuable here.
In addition, I would mention to Human Resources that my immediate boss has been assigned many duties lately from his immediate boss and for that reason he has been absent from ...