• About this Portal
    • Internal Audit and Investigations Group
    • Ethics Office
    • Prevention of Sexual Exploitation, Abuse and Harassment Team
    • Health, Safety, Social and Environmental Team
    • Workplace Conduct Team
    • People Planning and Performance Team
    • Legal Group
    • Ombudsman Office for United Nations Funds and Programmes
    • Navigation, Support and Advocacy Team
    • Well-being Support
    • Personnel and Staff Associations
    • General
    • Internal Audit and Investigation Group
    • Ethics Office
    • Prevention of Sexual Exploitation, Abuse and Harassment
    • Workplace Conduct Team
    • People Planning and Performance Team
    • Legal Group
    • Navigation, Support and Advocacy
    • Well-being Support
  • Resources
    • Report alleged misconduct (except retaliation, harassment, abuse of authority, discrimination)
    • Report alleged retaliation
    • Report health, safety, social or environmental concern
    • Report alleged harassment, discrimination, abuse of authority
    • Performance rebuttal request
    • Management Evaluation Request
    • How to Submit a Case
  • About this Portal
    Read more about the aim of the Portal and our ethical values.
    Internal Audit and Investigations Group
    Investigates allegations of misconduct and undertakes audits.
    Ethics Office
    Nurtures a culture of ethics, integrity, and accountability at UNOPS, and helps protect UNOPS personnel against retaliation.
    Prevention of Sexual Exploitation, Abuse and Harassment Team
    Coordinates UNOPS efforts on prevention and protection against sexual exploitation, abuse and harassment.
    Health, Safety, Social and Environmental Team
    Develops and implements health, safety, social and environmental best practices in UNOPS' projects and operations.
    Workplace Conduct Team
    Handles allegations of harassment, discrimination, and abuse of authority.
    People Planning and Performance Team
    Responsible for managing the performance appraisal rebuttal process.
    Legal Group
    Handles key formal aspects of UNOPS internal justice system.
    Ombudsman Office for United Nations Funds and Programmes
    Offers dedicated informal dispute resolution services to all UNOPS colleagues.
  • Navigation, Support and Advocacy Team
    Helps reporters navigate and understand UNOPS' internal justice and whistleblower systems.
    Well-being Support
    Advocates for mental health through prevention and referrals to crisis or counselling services.
    Personnel and Staff Associations
    Support personnel by advocating for their working conditions.
  • General
    • Where do I report what? (Guidance on which office might be the right one for you to submit a case to.)
    • How do I report a case or concern?
    • How does confidentiality work?
    Internal Audit and Investigation Group
    • What does IAIG do?
    • How does IAIG maintain confidentiality?
    • What are some examples of evidence that I should provide?
    Ethics Office
    • What is the Ethics Office?
    • What does the Ethics Office do?
    • What does the Ethics Office NOT do?
    Prevention of Sexual Exploitation, Abuse and Harassment
    • What is the role of the PSEAH team at UNOPS?
    • What are UNOPS core principles on PSEAH?
    • What is "sexual exploitation and abuse"?
    Workplace Conduct Team
    • What does the Workplace Conduct Team do?
    • What is the difference between Workplace Conduct Team and Internal Grievances?
    • What does the Workplace Conduct Team NOT do?
    People Planning and Performance Team
    • What is a performance review rebuttal process?
    • Who conducts the rebuttal?
    • What are the requirements for requesting a rebuttal?
    Legal Group
    • Can I get legal advice from the Legal Group about an administrative decision that I would like to contest?
    • Can I take my dispute with UNOPS to a national court for resolution?
    • What are my options for resolving a workplace dispute in UNOPS internal justice system?
    Navigation, Support and Advocacy
    • What is “victim/survivor support”?
    • What is a “victim-centered approach”?
    • What kind of support is offered by the Navigation, Support and Advocacy Team?
    Well-being Support
    • What does UNOPS do to promote the well-being of personnel?
    • How can I access mental health services at UNOPS?
    • What is the process for receiving Well-being Support?
  • Resources
  • Report alleged misconduct (except retaliation, harassment, abuse of authority, discrimination)
    Report alleged retaliation
    Report health, safety, social or environmental concern
    Report alleged harassment, discrimination, abuse of authority
    Performance rebuttal request
    Management Evaluation Request
    How to Submit a Case
  • FR
  • ES

If you disagree with your overall performance rating of below "fully met expectations" and consider this rating is unfair or incorrect, you can request that your performance appraisal be reviewed. “Rebut” means that you wish to prove that the rating was not right or fair. 

You will need to meet a number of requirements, and submit the request within a specific timeline for it to be receivable. 

To initiate a rebuttal process, submit your request to performance.rebuttal@unops.org using this Rebuttal Request form.

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 reviewer 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 of the People and Culture Group (PCG).

The decision will be final and cannot be appealed. However, if an administrative action is taken based on the performance rating, this can be appealed.

Performance rebuttal process is conducted by an independent consultant from the pool of qualified retainers. The rebuttal consultant makes a recommendation to the Deputy Executive Director (or their delegate) through the Director, PCG (or their delegate)

To rebut your performance rating, the following criteria must be met:

  • Your final overall performance rating  must be below “fully met expectations”;
  • Your performance appraisal or evaluation must have been finalized within the prescribed deadline;
  • You must have expressed your disagreement with the performance rating in the comments of your appraisal or evaluation;
  • You must have previously requested your supervisor in writing to review the rating, without success;
  • A good faith attempt must have been made by you to seek a resolution of the disagreement regarding the performance rating; and

The Rebuttal Request  must be submitted within 21 calendar days following the finalization of the performance evaluation or the prescribed deadline for finalization of performance evaluation, whichever is earlier.

Start by consulting with your local HR focal point to understand the specific reasons for the termination. If the decision was influenced by a PER rating of "below satisfactory," consider submitting a rebuttal request. 

The rebuttal process is not a performance re-evaluation. Instead, it is a factual review to validate the fairness of the evaluation and ensure the process was conducted appropriately. It is important to recall that the supervisor has the right to determine the performance following an evaluation of objectives and competencies required. Prepare by gathering evidence relevant to your performance, as this will support your request for a fair and accurate assessment.

The policy specifies that the rebuttal consultant must, at a minimum, interview the individual requesting the rebuttal, their supervisor, the supervisee (if applicable), and the secondary supervisor (if applicable). The consultant may also decide to interview additional individuals relevant to the process. This determination is left to the discretion of the rebuttal consultant, who considers the relevance and direct knowledge each individual has regarding the disputed performance.

The rebuttal consultant will only interview individuals with direct knowledge of the performance in question. Interviews are typically limited to colleagues who were directly involved in the performance process or contributed to the performance evaluations. The consultant does not typically interview friends or acquaintances of the concerned parties. These interviews are conducted primarily to verify facts already presented in the performance evaluation.

Quick Links

Browse through other sections:
Internal Audit and Investigations Group
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Submit a case
Ethics Office
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Submit a case
Health, Safety, Social and Environmental Team
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Workplace Conduct Team
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People Planning and Performance Team
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Legal Group
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Disclaimer

The summary content provided on this page is issued for informative purposes only and reflects the most accurate information available at the time of publication. However, the summary does not amend, replace or override the applicable legal framework set out, inter alia, in the UN Charter, the Convention on the Privileges and Immunities of the United Nations, the UN Staff Regulations and Rules, relevant administrative issuances and any specific contracting arrangements in place. UNOPS personnel should therefore not rely upon the summary information provided in the portal, as it is not intended to be an authoritative resource. Instead, they should refer to the aforementioned legal framework and their contract with UNOPS for definitive guidance.

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