Letter Of Disagreement Of Performance Appraisal

Letter Of Disagreement Of Performance Appraisal Template for New Zealand

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Key Requirements PROMPT example:

"I need a Letter of Disagreement of Performance Appraisal to contest my March 2025 performance review, specifically challenging the 'below expectations' rating in project management skills, and including evidence of successfully delivered projects during the review period."

Document background

The Letter of Disagreement of Performance Appraisal is a crucial document in New Zealand's employment framework, used when an employee formally challenges their performance evaluation results. This document is typically initiated when an employee believes their performance appraisal does not accurately reflect their work performance, contains procedural errors, or shows potential bias. It must comply with New Zealand employment law, particularly the Employment Relations Act 2000 and relevant workplace policies. The letter should be submitted within a reasonable timeframe following the receipt of the performance appraisal, typically within 5-14 working days, depending on organizational policies. It serves as an official record of the dispute and initiates a formal review process, potentially leading to mediation or other resolution mechanisms available under New Zealand employment law.

Suggested Sections

1. Recipient Details: Full name, title, and address of the person to whom the letter is addressed (typically HR manager or immediate supervisor)

2. Subject Line: Clear identification of the letter's purpose, including reference numbers of the performance appraisal being disputed

3. Opening Statement: Formal declaration of disagreement with the performance appraisal, including the date of the appraisal and evaluator's name

4. Specific Points of Disagreement: Detailed listing of each contested point in the performance appraisal, with specific references to the original document

5. Supporting Evidence: Presentation of facts, achievements, and documentation that contradict the evaluation points being disputed

6. Request for Review: Formal request for a review of the performance appraisal, including preferred resolution method

7. Closing: Professional closing statement with clear next steps and timeline expectations

Optional Sections

1. Previous Communications: Include if there have been prior discussions or correspondence about the performance appraisal dispute

2. Union Representative Reference: Include if a union is involved or if the employee wishes to involve union representation

3. Witness Statements: Include if there are colleagues or other witnesses who can attest to the employee's performance

4. Legal Framework Reference: Include if specific employment law provisions or company policies are being relied upon

5. Alternative Resolution Proposal: Include if suggesting specific alternative methods for resolving the dispute

Suggested Schedules

1. Original Performance Appraisal: Copy of the disputed performance appraisal document

2. Supporting Documentation: Relevant emails, reports, project outcomes, or other evidence supporting the disagreement

3. Performance Metrics: Any quantifiable performance data that contradicts the appraisal

4. Previous Performance Reviews: Copies of past performance reviews if they support the employee's position

Authors

Alex Denne

Head of Growth (Open Source Law) @ ��Ƶ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

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