Lukewarm federal appraisal.

[Anonymous]

Last year I received a 4.63 and glowing review. Mid year, I had a glowing review. Then our agency reorganized and I have a new boss. My appraisal is lukewarm (I dont know the score yet - will find out tomorrow). He didn't write one positive thing - just 4 things I do for my job (she starts the implementation planning and develops a baseline sked w/ the customer. She manages the project milestones...) and then states I need more training on MS Project and project management, and need to work on my interactions with team members. He doesn't like that I am direct (a couple weeks ago I called out someone for lying to everyone on the conference call - I didnt call it lying, just corrected the facts for her - and she was purposely misrepresenting the facts). But he has never counseled me on needing more project training or work on my interactions.
So, I am at a loss as to what's next. What are my options? Do I go to my bosses supervisor, or go to HR?

[Anonymous]

Assume you are a Fed? What grade? No to going over your boss, and no to HR.

[Anonymous]

In my job, the Union. But really, you are going to have to work with your new boss. Unless you can transfer, you are better served by have a productive and noN-defensive conversation where you get concrete areas for improvement. In my agency, we get appraisals after the end of the FY ( sometime in late October). If that's the way it works with yours, the talk the your manager now, and take steps to show improvement. You might still have time to salvage your evaluation.

[Anonymous]

Honestly I think you're overreacting. Performance appraisals mean nothing. I've met some bosses that like to give everyone 4.5s and some that think a 3 is a good review (you're doing everything right!). I would work on improving and doing what your boss wants.

[Anonymous]

Is your new boss 1st time manager?

[Anonymous]

Anonymous wrote:Honestly I think you're overreacting. Performance appraisals mean nothing. I've met some bosses that like to give everyone 4.5s and some that think a 3 is a good review (you're doing everything right!). I would work on improving and doing what your boss wants.

This is not necessarily true. In my agency, performance appraisal scores are tied to bonuses.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Honestly I think you're overreacting. Performance appraisals mean nothing. I've met some bosses that like to give everyone 4.5s and some that think a 3 is a good review (you're doing everything right!). I would work on improving and doing what your boss wants.

This is not necessarily true. In my agency, performance appraisal scores are tied to bonuses.

OP here, and this is what I am concerned about. I got a 3.38, and he said 3s were good. But I have gone from Outstanding to Fully Successful the way it is rounded - so dropped 2 performance levels.
I was polite and requested he change one of my critical elements to a 4 but he wouldn't budge.
I will only be working for him for a few more months - another reorganization is coming and he's already told me the workload I do is moving. This is the end of year appraisal. My agency changed it from fiscal year to June 30.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Honestly I think you're overreacting. Performance appraisals mean nothing. I've met some bosses that like to give everyone 4.5s and some that think a 3 is a good review (you're doing everything right!). I would work on improving and doing what your boss wants.

This is not necessarily true. In my agency, performance appraisal scores are tied to bonuses.

Gotcha. Yeah we don't get bonuses. I think maybe 3-4 years ago they were cut off. And it's not like the bonuses were worth much- around 1.5%.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Honestly I think you're overreacting. Performance appraisals mean nothing. I've met some bosses that like to give everyone 4.5s and some that think a 3 is a good review (you're doing everything right!). I would work on improving and doing what your boss wants.

This is not necessarily true. In my agency, performance appraisal scores are tied to bonuses.

OP here, and this is what I am concerned about. I got a 3.38, and he said 3s were good. But I have gone from Outstanding to Fully Successful the way it is rounded - so dropped 2 performance levels.
I was polite and requested he change one of my critical elements to a 4 but he wouldn't budge.
I will only be working for him for a few more months - another reorganization is coming and he's already told me the workload I do is moving. This is the end of year appraisal. My agency changed it from fiscal year to June 30.

Then I'd forget about it. Sounds like maybe you guys had a personality mis-match, but it's hardly worth going into some huge effort now. Maybe you don't get the bonus this year. Not the end of the world.
With the new boss, I would get very proactive. Every manager has a different style, different way they like to give a receive information. Try to work with new boss right of the gate with very clear expectations, and don't wait for mid year eval to ask for feedback.