Extra Performance Evaluation

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I had a performance eval in May of 2011. It was standard and everything was fine. Lately (7 months later) there is tension between my boss and me. I did nothing insubordinate or anything like that. She miscommunicates at times and flip flops on things and sometimes she can hear something in my voice telling her it upsets me or that I am reluctant. These are little things but they have put tension but I am still professional and do my work. This happened late December 2011. That same day she sent me an appointment for another performance eval and I asked her why was I getting 2 this year and she said she wouldn't tell me until the meeting.

I was so frightened that I called the Union. She canceled the appt., but rescheduled so I could bring my rep, yet I had no idea what it was about. I was supposed to meet on Jan 10 and the day before I panicked and got real sick and through my rep requested the rest of the week off. I went to my dr and got the note and filled out the FMLA papers. My union rep called me but didn't say much of what this is about. Something about my disability getting in the way of my work???

I have been diagnosed with OCD, Depression, Anxiety and ADHD. As for Aspergers my daughter thinks I might have it a little in the social cueing department. I don't know. It seems these people I have worked with over a decade are ganging up on me and I still don't know but it seems there is more than one thing they are bringing to the table. I don't feel my rep is really getting me and I am so scared of losing my job. I just can't imagine what it could be so bad that it requires a meeting with my boss, her boss, our HR person and me and a rep.

The week before last everyone was acting like nothing was wrong and I was getting sick. It's like I am losing my mind.

It just feels like nothing is making sense to me. Even my friends can't help and it seems there isn't anyone on my side. Not even my dr really.

Hi Queen. This meeting is just something you're going to have to face. Because it's a unionized job and because you have worked for the company for 10 years, the meeting will be about very specific issues. They cannot just criticize you in generalities. They will outline exactly what you need to do to improve your performance in very specific ways.

In a union shop they cannot make your disability the issue, so don't you make your disability the issue. It's not your rep's responsibility to "really get you". The issue is about work performance; that's her responsibility. And it's her job to insure that any complaint by management is valid.

It won't until you have the meeting. Putting it off will only heighten the stress for you.

That's how they need to do it because it's a union shop. Everyone needs to be at the table so that the input is witnessed and fair. In non-union situations your boss can simply fire you for any reason without all this formality. Think of this as protective of yourself; because it is.

You mentioned your professionalism. Now is the time to put that good quality to work for yourself. At the meeting your best defense will be to listen carefully to each item brought to the table. You know what your job is. If someone says something specific that is not true, tell them so, being specific in your response.

They may not "really get you" but you know yourself. If there are specific ways that you know your boss can be more clear or precise in her instructions to you, mention them at the meeting. During the meeting ask for a written list of actions to implement better job performance.

Tell them that you are interested in good job performance and that you will be taking notes to insure that you don't miss any points they have to impart to you. If you don't understand something or if it's going too fast for you to absorb it all, ask for clarification and a moment to write it down. This will effectively slow the process so that's not too fast for you.

Before the end of the meeting, say; OK; these are the things you want me to do differently and tell it back to them in list form and allow them to agree and/or make corrections. That way you can insure that you are all on the same page.

Don't go into the meeting like a scared rabbit. Go into the meeting as the professional who knows her job that you are. Best luck to you.

Last edited by MountainLaurel on 13 Jan 2012, 1:09 am, edited 2 times in total.

Oh; and take the May performance evaluation report with you to the meeting. You will want to know precisely how your performance differed in December.

This evaluation with your boss' boss and the HR person present may be as much about your boss' performance as it is about yours. You won't know until you have the meeting.

I agree with what MountainLaurel says.

Just wanted to add that where I live you should have been advised in writing of the purpose of the meeting and the key issues to be discussed. It seems you don't have this, and I'd recommend that you ask your union rep about this.

Speak to your union rep about the usual format of these meetings, and particularly what to do if you feel that you need time to respond to something. It is usually possible to request a short adjournment, or for time alone with your rep to discuss particular points, but you shouldn't overdo this.

Union reps do not represent people with autism but are only qualified to represent neurotypical people.