Angry that they won’t let me appeal my appraisal?

[devilboughtmysoul]

We have an appeal process in place. I was told that my performance was brought down by behaviours not always meeting expectation. But I’ve not been given exact examples of this.

I put through my appeal form and now HR are refusing to process it as I’m not bringing forward new evidence. But how can I put forward new evidence to what is essentially one word against mine over examples I’ve not been given.

If HR are refusing to allow an appeal, can you use a grievance process about your treatment?

@newnortherner111

If HR are refusing to allow an appeal, can you use a grievance process about your treatment?

From my manger or HR?

Have you been warned about your behaviour not meeting expectations during the year, OP?

Can you provide examples of where your behaviour has met expectations and base the appeal on that?

Have you asked them to tell you what these behaviours were?

Can you appeal on the grounds that they haven't followed the correct process. For instance at my job poor performance and behaviours should not be left until the annual appraisal - they should have been brought up at reviews - or more likely at additional meetings and improvement plans set in motion.

I agree with ChicChaos, you need to provide evidence of how you have met the expected behaviours if you are going to get anywhere with this.

@Lovethewater

I agree with ChicChaos, you need to provide evidence of how you have met the expected behaviours if you are going to get anywhere with this.

I agree I’m just not sure how to show that for the entire year?

Can you appeal based on the fact you haven't been given examples or evidence and therefore have been denied your right to respond?

Appraisals should be a two way street and there should be no surprises. Have they raised these behaviours with you before? Is there a policy?

When you say you’ve not been given examples what you you mean? Have they explained what the behaviours they say are problematic and what they want you to do differently?

When the behaviours were mentioned during your appraisal, did you have a discussion about what support might be available to help you change? Or indicators of what behaviours they expect from you? Anything measurable?

@starfishmummy

Can you appeal on the grounds that they haven't followed the correct process. For instance at my job poor performance and behaviours should not be left until the annual appraisal - they should have been brought up at reviews - or more likely at additional meetings and improvement plans set in motion.

I would agree with this, plus the comments from @VettiyaIruken. Respond to HR stating that you want to see evidence of when this was raised with you within the review period (perhaps in a regular one to one with your manager? If your manager has let these slip, so much the better for you) and that, as you were not provided specific examples in your review session, you want to see those now, along with an explanation of why you have had to chase them.

Do company have expected behaviours? List of targets?

What kind evidence did you provide for the appraisal originally? Were you already on a performance management plan for these behaviours?

In my experience it is so hard to do this. I would push back and say that you need in year evidence that you haven't met expectations. It is useless them telling you this at the end of the year when you can do nothing about it.

Our place used to have half yearly and end of year. I was once told I hadn't achieved at the end. I pushed back but my line manager refused to budge. Now we have monthly reviews.

you will have a grievance policy - use it to outline your concenrs. essentially, the employer has the last say with this, but a process has to be gone through

Join a union and ask their advice - their reps will usually assist you in raising a grievance too.