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NTEU Chapter 296 –
Performance Appraisal Myths and Misinformation
September 2025
Management Myth/Misinformation 1) I don’t/This Office doesn’t believe in giving out outstanding ratings.
Polite Response: This is wrong. If the elements of the outstanding rating factor are met, the rating official must give a score of outstanding.
Management Myth/Misinformation 2) We grade on a curve around here.
Polite Response: This is wrong.If the elements of the outstanding rating factor are met, the rating official must give a score of outstanding.
Management Myth/Misinformation 3): We are all part of a team.Everyone on the Team gets the same grade depending upon how well the team does.
Polite Response: This is doubly wrong. Appraisals must be based on the performance plan and nothing else.Each individual must receive an individual appraisal based on an assessment of their personal performance plan. There are no group appraisals allowed.
Management Myth/Misinformation 4): Our quota for outstanding ratings has already been met.
Polite Response: This is wrong.If the elements of the outstanding rating factor are met, the rating official must give a score of outstanding.
Management Myth/Misinformation 5): We don’t have any money for outstanding ratings
Polite Response: This is not true. Money for Performance Awards is set aside at the beginning of every year pursuant to the Collective Bargaining Agreement.
Management Myth/Misinformation 6): I can’t/won’t give you a rating higher than the rating I got.
Polite Response: This is wrong. If the elements of the outstanding rating factor are met, the rating official must give a score of outstanding.
Management Myth/Misinformation 7): Accolades from your Work Clients are not supposed be factors in my evaluation of your performance.
Polite Response: This is wrong. All evidence that the employee presents of his/her performance must be considered by the rating official.
Management Myth/Misinformation 8): By the end of the rating period, it is too late to make any changes to the Performance Plan no matter what the reason; e.g., project or training cancelation, equipment failure, illness. etc.
Polite Response: This is wrong. Employees can not be held accountable for events outside their control.
Management Myth/Misinformation 9): Departmental/Servicewide requirements/guidance trumps what is in the Union contract.
Polite Response: This is wrong. Pursuant to labor law, the reverse is true.
Also, see our tips for preparing for the appraisal: PERFORMANCE APPRAISALS --- READ RESEARCH REMIND
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