Following the ten working days review period (two weeks), the supervisor reviews the draft, considers the employee’s comments, and finalizes the report for signatures. The supervisor should consider the employee’s comments “in good faith,” meaning that although these comments do not necessarily need to be adopted wholesale into the finalized evaluation, there should be thoughtful consideration given to what the employee would like to see added, amended, and/or deleted from the draft evaluation.

The final copy is signed and dated by the supervisor (rater) and manager (reviewer) before it is given to the employee. The employee may take a few days to review the final copy but he/she does not get another two-week review period. Employees are encouraged, but are not required, to sign the final evaluation. Should the employee decline to sign the final evaluation, the supervisor needs to note “Decline to Sign” on the evaluation where the employee’s signature is indicated, date it, and give a copy to the employee. The evaluation is then processed as usual for the employee’s department. If an employee provides a written rebuttal to his/her performance evaluation, a copy should be included in his/her departmental and Civil Service personnel files.