Background: My manager left the company before the semi-annual performance review was given. My manager’s boss performed the performance review and the review was vey low and the review comments are not consistent with what happened with the project.
I pointed this out to the manager’s boss and provided some email evidences, for example:
-Low rating for reporting the project as on schedule even when the project was delayed.
-Low rating for delivery since there where many extensions due to “ team fault”
In both cases, I provided email evidences that I reported the project was delayed and that the client admitted it’s their fault for the extensions.
Even with evidence, he(manager’s boss) decided to move the goal post of the performance review. That a lot of things happen after the client admitted it’s their fault and actually it’s “team fault” for the delay or that I am not communicating clearly both oral and written. Scope that I need to prove is much larger and vague.
With this, I’m planning to report to HR this issue, but I don’t want to sound self righteous or antagonizing. I also don’t discount the fact that he might really have so evidence that he still not reveal yet. Or probably the manager that resigned didn’t give the full picture to him about the events with the project. I also know that this would put a target on my back, but I signed a 5 year contract and simply cannot leave.
How can I report the issue to HR that I can show value in discussing the performance review and correcting it can give the company benefits too, like I cna write better reports or can detect possible project delays in the future and mitigate tthe risk
PS. I am a total newbie in these sort of things. Never complained in the 8 years of working(different companies) before.