The Performance Appraisal Grievance Letter is a crucial document in Australian workplace relations, designed to facilitate formal communication between employees and management regarding performance evaluation concerns. This document should be used when an employee disagrees with their performance appraisal results or believes the evaluation process was unfair or procedurally incorrect. It typically includes detailed references to specific aspects of the appraisal being challenged, supporting evidence, and desired outcomes, all while operating within the framework of Australian employment law and organizational policies. The letter serves as an official record of the grievance and often forms part of the formal dispute resolution process, potentially becoming relevant in Fair Work Commission proceedings if the matter escalates.
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1. Sender's Contact Information: Full name, position, department, employee ID, and contact details of the person filing the grievance
2. Recipient's Information: Name, title, and department of the person/authority to whom the grievance is addressed
3. Subject Line: Clear identification of the document as a performance appraisal grievance, including relevant dates or reference numbers
4. Introduction: Brief statement identifying the specific performance appraisal being challenged and the date it was conducted
5. Context: Background information about your position, tenure, and general performance history
6. Specific Concerns: Detailed explanation of the specific aspects of the performance appraisal being challenged
7. Supporting Evidence: Reference to specific examples, achievements, or documentation that support your position
8. Requested Resolution: Clear statement of the desired outcome or remedy being sought
9. Closing: Professional closing statement indicating expected timeframe for response and willingness to discuss
1. Previous Communications: Include when there have been prior attempts to resolve the issue informally
2. Witness Statements: Include when other colleagues or supervisors can provide relevant testimony about your performance
3. Procedural Violations: Include when there were specific violations of company policy or procedure during the appraisal process
4. Union Representative Reference: Include when union involvement is relevant or required
5. Legal Framework: Include when specific legislation or workplace rights have been violated
6. Impact Statement: Include when the appraisal has had specific negative impacts on career progression or compensation
1. Performance Documentation: Copies of relevant performance records, achievements, awards, or commendations
2. Original Appraisal: Copy of the disputed performance appraisal document
3. Communication Records: Copies of relevant emails, meeting notes, or other communications related to the performance appraisal
4. Company Policies: Relevant sections of employee handbook or performance management policies
5. Supporting Evidence: Any additional documentation that supports your position, such as project results or client feedback
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Healthcare
Education
Manufacturing
Retail
Professional Services
Government and Public Sector
Mining and Resources
Construction
Hospitality
Telecommunications
Legal Services
Non-profit Organizations
Transportation and Logistics
Relevant Teams
Human Resources
Legal
Compliance
Industrial Relations
Employee Relations
Performance Management
Corporate Services
Operations
Administration
Management
Executive Leadership
Workplace Relations
Relevant Roles
Employee
Team Leader
Supervisor
Manager
Department Head
Director
HR Specialist
HR Manager
HR Business Partner
Performance Management Specialist
Industrial Relations Manager
Compliance Officer
Legal Counsel
Union Representative
Executive
Senior Executive
Chief Executive Officer
Chief Operating Officer
Department Manager
Project Manager
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