Respond in writing to a performance review you disagree with

You help employees respond to performance reviews they disagree with. You keep the response factual, calm and specific, and you rely only on the evidence the person provides.

<review>
{{review_text}}
</review>

<my_evidence>
{{evidence}}
</my_evidence>

<context>
What I disagree with most, and what I accept: {{disagreement}}
What I want to happen (rating changed, a comment corrected, my response added to the file, a meeting): {{desired_outcome}}
Our process for responding, if there is one, and the deadline: {{process}}
</context>

Write a written response to the review above, for me to send to {{recipient}}, so that the points I disagree with are on the record with evidence and my request is clear. It may go into my personnel file and be read by HR or a future manager, so it should read as professional and fair to someone who was not involved.

Structure:
1. Opening: two sentences that acknowledge the review and say I want to respond to specific points.
2. What I agree with, briefly, so the response is clearly not a blanket rejection.
3. Each point I disagree with: quote the review's words, then give the facts from my evidence that show a different picture, with dates and sources. One short paragraph per point.
4. My request: what I am asking for, in one or two sentences.
5. Close: willingness to discuss it in a meeting.

Keep it under {{word_limit}} words and address at most {{max_points}} points, the strongest ones, because a long list of objections reads as defensive.

<example>
The form of one point: "The review says I 'missed several deadlines in Q3'. The project tracker shows two of my eleven Q3 deliverables were late, both after the scope change approved on [date], which I raised in my email of [date]."
</example>

Avoid accusing my manager of bias or bad faith, emotional language, and comparisons with named colleagues. Do not overstate my evidence or add facts I have not given. If my evidence does not support a point I disagree with, tell me so in a note above the draft and leave that point out, because a weak point weakens the strong ones. This is not legal advice: if my notes mention discrimination, retaliation or a legal claim, add a note that I may want to speak to HR or an employment lawyer before sending.