|
||
|
Appraisals from Page 4 |
|
|
||
If your manager indicates to you that there is a decline in your performance, you want to pay particular attention to Article 12, Section 4(M) and Article 40. You are to be informed of any negative observation(s) that will affect your CJE average, by your manager no later than 6 months into your appraisal period. This is so you can be afforded an opportunity to improve your performance during the rating period. You also need to know specifically what the performance-based deficiency may be, along with which IRM, IRC, Tax Law, etc. was violated. I would also like to remind all readers that the IRM (Internal Revenue Manual) is your friend and more often than not, should be your first resource.
When you receive performance feedback, the violated reference must be included. You need it in order to be able to go back and review the reference in question pertaining to the error. If you are a Contact Representative, listen to the call with your manager. If you still disagree, get your Lead, Quality Reviewer, Department Manager or Second-Level Manager, and the IRM Author involved. If all else fails, be sure to include a rebuttal for reviews, EQRS, Mid-Year, etc. It is always best to write your rebuttal on the document itself for integrity/honesty purposes. Article 12 Section 9(B) provides employees with administrative time to rebut an evaluative recordation, which includes EQRS reviews. The EQRS LOU explicitly recognizes that Section 9 applies to EQRS.
Employees should provide self-assessments before their appraisal is due. Article 12 Section 4(B)(5) provides employees with administrative time to prepare a written self-assessment, and 4(B)(6) requires managers to explain the reasons for rejecting an employee's self-assessment. By taking advantage of these provisions, employees may prevent disputes about their performance, or at least narrow the issues in dispute while creating an evidentiary record to support a grievance.*