Dear Bureau Pat: 

My performance appraisal is coming up and my immediate supervisor has provided limited feedback about my performance to date.  What's worse is that she clearly does not like me on a personal level.  I hope that she will be impartial and evaluate my performance objectively, but I fear this will not be the case.  Is there anything I can do?

Dear Nerved Up:

Fortunately for you, you're a federal employee and firing you takes major work.  So you've got nothing to worry about.  Sit back, relax, and revel in the fact that the easiest way to get rid of you is through a promotion!

Bureau Pat has been in a similar situation. My SES (Senior Executive Service) supervisor wore her title with unchecked hubris and was hostile to anyone who questioned her methods and decisions.  Prior to my review, I had little information about my performance.  Going into her office game day, all I truly knew was that we disliked each other.  

Good supervisors provide ongoing feedback and don't let personality interfere with their objectivity. Many of us are fortunate to work for such people.  For situations like the ones you and I encountered, some strategy is required.

First, it's important to understand your work environment and your supervisor. Are there other stressors happening around you which might be upsetting your boss?  If so, is it possible these stressors keep her in a lousy mood which you misinterpret as her distaste for you?  

If not, and you find yourself in a toxic situation, you need to take some initiative. Approach your supervisor and see if there are any hot button issues she would like help with.  You have two goals here: diffusing a personality clash and promoting yourself as a team player and hard worker prior to your review.

Begin documenting every encounter with your supervisor, as they will be useful in the future - even if it's just to show friends what an ass she is.  If you have not been documenting communications - electronic and oral - start now; it's never too late to buy some spy gear or at the least, keep some email hardcopies in a folder marked CYA for a rainy day. 

If your supervisor likes to give you instructions verbally, reiterate those instructions along with a progress update in meeting her requests over email. Doing so creates a record.  

At least a day before your review, look over your performance objectives for the year and prepare for your meeting.  This should be done on government time, but not while your boss is lurking.  Make sure you can articulate your achievements with meaningful results.  For example, "Workplace morale improved 20% from last year after I led the effort to improve communications within my division."  See how easy that was? 

While you're listing your achievements, prepare a list of questions for your supervisor.  After all, a performance review should be a dialogue, not a soliloquy. 

Questions should be direct and get her on record about your performance so there won't be any surprises on your written review.  Don't be afraid to ask plainly how she feels you're doing, if you've failed to meet any of your objectives, and most importantly, how she feels you can improve.

Be prepared to address and listen to constructive or destructive criticism and have an appropriate response ready for every type of negative input.  But, and I mean BUT; never fall into the trap of engaging in an argument with such a boss. Doing so will only hurt your chances for a good review.  And keep your cool.  If you lose composure, the review will quickly turn from conversation to debate to a nonverbal hate-fest.  You don't want that, but it's OK to defend yourself with examples of successes.  Just avoid being defensive and argumentative.  

Here are two different ways to respond to criticism; one is the right way and one is the wrong way. 

Supervisor: I've been disappointed with the timeliness of your work and feel you have had a hard time meeting deadlines.

Wrong Response:  I think that's completely unfair.  I never miss deadlines.  You're confusing me with Joe.  That guy never gets anything done without me riding his back.

Correct Response: Really, that's terrible; I never of thought of myself that way.  I don't remember missing any deadlines but perhaps I overlooked something.  Can you give me an example of a deadline I missed? 

Naturally, during the review you should be taking copious notes.  You may even want to record the conversation. People tend to alter what they "said" during a written review later on.

If you get a fair evaluation, good!  If not, then there are steps that you will take to seek relief which I will address in the future.  One of them is tacks on the seat.  It won't get your raise back, but it will sure make for a funny story to tell over beers.