Don’t get caught off guard by performance evaluations.

Performance evaluations are approaching—and here is what you need to know. You can also download our guide below to share with your coworkers.

Your evaluation should not be a surprise:

Performance management guidance makes clear that employees should not be shocked or caught off guard by their final rating. If the process is working as intended, your supervisor should have provided coaching, feedback, and opportunities to improve throughout the year.

Your evaluation should also reflect your performance across the entire evaluation period—not isolated incidents or selectively chosen examples.

Before your evaluation:

• Review your performance plan and the expectations established at the beginning of the cycle.
• Gather emails, completed projects, positive feedback, accomplishments, and other examples of your work.
• Save copies of coaching, counseling, or corrective documents you received.
• Make note of any expectations that changed during the year.
• Ask for clarification from your supervisor now if you are unsure how your performance is being measured.

When you receive your evaluation:

• Read the entire evaluation carefully before signing it.
• Compare the rating and comments to your performance plan and the feedback you received throughout the year.
• Ask for specific examples supporting any negative rating.
• Document anything that is inaccurate, incomplete, or being raised for the first time.
• Request a copy of the final signed evaluation for your records.
• Contact your union representative or steward promptly if the rating may affect your pay or does not reflect your overall performance.

Know how to challenge an evaluation:

Performance-evaluation disputes must generally begin through your department’s internal dispute-resolution process—and do not allow Colorado WINS union representation.

Under State Personnel Board Rule 8-91, every department must maintain and communicate an approved internal process that identifies:

• How and when to submit a written request for review;
• The deadlines at each stage of the process;
• The appointing authority who will issue the final decision, unless that authority was delegated in writing and publicized in advance;
• The deadline for the department’s final written decision; and
• Any additional requirements established by the State Personnel Director.

Do not wait to ask for help. These deadlines may be short, so be sure to review your department’s current Performance Management Plan below.

If your department’s approved plan is missing, outdated, or unclear, contact HR immediately and request the most current version of the Performance Management Plan and internal dispute-resolution procedure.

Stay informed. Keep your documentation. Know your deadlines. Your evaluation should reflect the full year of work you performed—and you have the right to ask questions when it does not.