People Planning and Performance Team

When received, we will review the request to see if it meets the requirements and, if receivable, the case will be assigned to an independent rebuttal reviewer, engaged by UNOPS on a consultancy basis.

The term “independent rebuttal reviewer” refers to a dedicated pool of consultants employed by PCG on a retainer basis. These consultants operate under the oversight of PCG but are selected to ensure impartiality – they have no prior association with UNOPS and no specific knowledge of its internal operations. This distance helps maintain the integrity of the review process by ensuring objectivity.

The role of these consultants in the rebuttal process is to verify the validity of performance ratings. Their review is not a reassessment of the performance itself; rather, it consists of a desk review and interviews with relevant stakeholders. This factual review aims to determine if there is documented and substantiated evidence of underperformance and whether the performance management process was followed correctly. Through this independent verification, the consultants provide an unbiased assessment of whether the rating is appropriately supported by evidence.

Once the review starts, the consultant will be in touch with you and your supervisor to understand if the performance rating should be amended, and make a recommendation about this to the Deputy Executive Director (or their delegate) through the Director, PCG (or their delegate).

1. You request your supervisor in writing to review the rating because your  performance rating is below “fully met expectations”.
2. You attempt to seek a resolution with your supervisor of the disagreement regarding the performance rating.
3. If unsuccessful, you may submit a Rebuttal Request within 21 calendar days from performance evaluation was finalized or from the prescribed deadline for finalization of performance evaluation, whichever is earlier.
4. The Performance Appraisal Rebuttal Team will check that your request meets the criteria.
5. If it is receivable, a Rebuttal consultant reviews the request and seeks further information.
6. The Rebuttal consultant makes a recommendation to the Deputy Executive Director.
7. The Deputy Executive Director makes a decision and communicates it to you.
8. If the decision is that your performance rating should be changed, this will be done and the previous rating will not be reflected in your records. If decision is that your performance rating was correct, you must accept this decision (it is not subject to appeal).