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Hello everyone,
If you have recently received your PMAP performance rating and believe the rating is inaccurate or unfair, please be aware that strict deadlines apply and action must be taken promptly to preserve your rights.
Step 1: Disagreement With the Rating (7-Day Deadline)
Employees must submit their response or request for reconsideration within 7 calendar days of receiving their PMAP rating.
Within those 7 days, you must submit a written Disagreement with the Rating to:
- Your Rating Official, and
- Your Reviewing Official
**This letter should clearly explain why you disagree with the score and request reconsideration. Supporting documentation should be submitted with your Disagreement with the Rating letter and can be emailed or uploaded to USA Performance.
Step 2: Grievance Deadline (30 Days)
Mark your calendars employees have 30 calendar days from the date you signed your PMAP. This is the deadline to file a formal grievance if the Disagreement with the Rating does not resolve the issue in your favor.
Key Factors
Performance elements and standards must be written at the Achieved Expected Results (AE) level. If substantive changes are made to critical elements and performance standards, the changes are effective when presented in writing to the employee. The employee must then be given at least 90 days to show acceptable performance before being evaluated under the new standards.
Performance elements and standards should be SMART – specific, measurable, attainable, relevant, and timely.
Specific: Goals and expectations are clear and easy to understand.
Measurable: Performance can be checked against a clear standard.
Attainable: Goals are realistic and can reasonably be achieved.
Relevant: Goals relate directly to the job and support the organization’s mission.
Timely: Performance is measured within set timeframes, such as deadlines or schedules.
Types of PMAP Grievances
There are generally two types of grievances that may be filed regarding PMAP ratings:
- Unobtainable or Impossible SMART Standards
- Performance elements or expectations that were unrealistic, unclear, or impossible to meet.
- Rating Not Supported by Facts
- This challenges the rating itself, based on documented work that was completed but not reflected in the evaluation.
Both types of grievances are evidence-based and rely on documented proof, such as:
- Emails
- Reports (redact any PHI)
- Assignments turned in early
- Certificates of completed training
- Letters of recommendation
- Volunteer documentation
- Performance-related correspondence
Important Reminder
Deadlines matter. Even if management delays responding, you must still meet your timelines to protect your rights.
If you have questions or need assistance, please reach out to your Union representative as soon as possible.
In solidarity,
Jeff Hemp Local 5251 President / National Representative
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