Advice on one-sided performance reviews

Questioner

Dear, After several weeks of urging my director to finally schedule a date for an end-of-year review (as we called it), it finally happened on December 18, 2012. The meeting was pleasant and insightful, a dialogue. In fact, it was very positive in every way. After eight weeks, during my vacation, I received a report titled "appraisal meeting," which, in my opinion, was very negatively tinged. The report was filled with examples, some of which were mentioned during the meeting in question; several of these examples were dismissed during the meeting due to counterarguments that were heard. Moreover, the report was one-sided. All in all, it is not a record of the conversation and is extremely (and unexpectedly) negative. The report was accompanied by a request to sign it for the file as soon as possible. I'm starting to fear that this person wants to collect certain (fabricated) incriminating information in a file. Besides the fact that this makes me feel very uneasy, damages trust, and is certainly not motivating. How to act?? NB. Incidentally, all of the above also applies to several colleagues who have had a similar experience with an end-of-year meeting with this person... Incidentally, I've been working as a manager in a seasonal environment for five years now, under a (permanent) contract that includes four months off (November 15th - March 15th). Previous interviews were also (very) positive, but with this director's predecessor. The last one was about a year in this role, so it's new.

Questioner

In a conversation, try to make it clear to the director that you had a different feeling about the meeting and that the report is very one-sided. Also, clearly state that you're uneasy because you feel he's collecting incriminating statements and isn't being motivating. If you both agree on areas for improvement, try to make clear agreements about how you will improve them, what your employer will contribute, how you will measure the improvement, and how you will discuss this during the meeting.

Questioner

In addition to what my colleague advises, I advise you not to sign for approval, but at most to sign for receipt. Furthermore, it might be advisable to put your response in writing after the upcoming discussion on this matter and have it signed for receipt.