tag:blogger.com,1999:blog-8099321199054904439.post7581212091562764158..comments2009-05-25T14:30:07.559-04:00Deirdre Honnerhttps://profiles.google.com/107402247502931224395noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-8099321199054904439.post-48262558851859977622009-05-25T14:30:07.559-04:002009-05-25T14:30:07.559-04:00I would also consider asking what **objective** criteria the original was based upon - if she has objective grounds to disagree.<br /><br />Because you know that coming this way after 10 years - it will be subjective only - not based on any objective metricselliotrosshttp://elliotross.wordpress.com/noreply@blogger.comtag:blogger.com,1999:blog-8099321199054904439.post-16628125619887039742009-05-25T08:02:15.036-04:002009-05-25T08:02:15.036-04:00Thanks Jenn. That's a good idea to put the unanswered questions. I will have to think about incorporating those. <br /><br />Denise, thanks for stopping by. I love the idea of the emotional response first, a cleansing of sorts and then the factual response. <br /><br />Lisa - thanks -you are right she prob won't get much of an answer but she does need, for her own sake, to write a response.Deirdrehttp://www.blogger.com/profile/03919953607612897043noreply@blogger.comtag:blogger.com,1999:blog-8099321199054904439.post-78952091510410200372009-05-24T16:07:46.041-04:002009-05-24T16:07:46.041-04:00I will third the motions of Denise and HR Wench - not a good situation at all. Take the high road in preparing the reply, noting the positives: goals met, compliments received, projects initiated etc. Probably will not get much of an answer but asking what their expectations of her are moving forward will put them on the spot to provide direction and guidance. Not fair after 10 good years, but maybe now is the time for her to move on to where she will be appreciated for her efforts.Lsa Rosendahlhttp://www.lisarosendahl.comnoreply@blogger.comtag:blogger.com,1999:blog-8099321199054904439.post-32208946755984978942009-05-24T14:06:48.296-04:002009-05-24T14:06:48.296-04:00I'll second that HR Wench! It does truly stink. The good news is that she knows (or has an idea) where they stand. The bad news is that it isn't a good position for her at all. I think a factual rebuttal is a good idea. You could have her write the emotional one first so she could get some of the "I don't believe this is happening to me" stuff out of her system. Then take that and pull the facts out of it in addition to whatever is in her review. It's probably a strong sign that she should begin shopping her resume too. I know, not a good thing in today's market. But she'll probably be miserable there from here on out (if she wasn't already).Denise O'Berryhttp://www.askteamdoc.comnoreply@blogger.comtag:blogger.com,1999:blog-8099321199054904439.post-52252245204521734862009-05-24T12:05:42.469-04:002009-05-24T12:05:42.469-04:00Oh man, that stinks. The only thing to do, really, is write a rebuttal (and in it, formally request the rebuttal be included in her personnel file). I would keep it as factual and non-passive-aggressive as possible. I would also include questions she would like answered (or assumes she knows the answers to, but technically doesn't know for sure) such as if more than one of her employees was interviewed, etc.HR Wenchhttp://www.blogger.com/profile/07292277552994810592noreply@blogger.com