Evaulation season is here!

- Recommendations from Stewards and Staff

Stewards keep running into problems with employee evaluations because employees don’t understand the process or know their rights. Here are a few basic tips that should help:

1.    Evaluations are just your supervisor’s opinion. They are supposed to be constructive, based on objective findings, not disciplinary, and you don’t have to agree with what they say.

2.    Review the evaluation and suggest edits. The best situation is where you can negotiate language that you can both live with. If something bugs you, try wording it differently.  And it’s ok to agree to work on areas of improvement.

3.    If your supervisor won’t change language to something acceptable, write a rebuttal into Section 4. Feel free to add extra sheets. This is your chance to tell your side of the story. They have to include it whether they like it or not. Be respectful because this form goes into your permanent personnel file, not your supervisor’s personnel file.


4.    You have to sign the evaluation or face a charge of insubordination. You are just signing that you have read it, not that you agree. If you don’t like the evaluation, make a note above your signature that you have read the evaluation but disagree with the findings.

Here are a few pointers for updating PDF’s:

• The form needs to be a consensus document that both you and your supervisor agree reflects what you actually do in your job.

• Do not agree to put anything on the PDF that is above your job specifications.  If you sign such a PDF, you are agreeing to perform higher level duties for lower level pay.  You can still work above your level to develop skills, training, etc., just leave it off the PDF.  Document your performance of higher job class work in your evaluation and in your personnel file.
• Do not put on the PDF any duties that are from other job classes.  For example, if you are performing administrative duties like filing, copying, etc., but these duties are not part of your job specification.

• Be clear and precise.  Eliminate vague, undefined, or flowery words.  Use action words to describe your work.

• Pay close attention to the skills and abilities section, and make sure it is accurate.  This is critical and is relied upon heavily by Human Resources in the event of a reduction-in-force.

• If there is a disagreement over your PDF you can get help by contacting a steward.  ■