By Anjali Patel

As the year winds down, many Arizona employees are preparing for annual performance reviews. These meetings can shape your pay, promotions, and even job security. While your employer may frame the review as a casual check-in, it’s also a formal record that can affect your future. Here’s how to approach it with both professionalism and legal awareness.

Arizona law doesn’t require private employers to let employees review their personnel files, but many companies will do so upon request or through HR policy. It’s worth asking politely whether you can review past evaluations or disciplinary notes before your review. Even if access is limited, you can still gather your own documentation—emails, client feedback, or project records—to ensure your accomplishments are accurately represented.

Keep your own records throughout the year. Don’t rely solely on your employer’s notes. Maintain a simple list of your accomplishments, positive feedback, sales numbers, or completed projects. Bring highlights to your review in a clear, factual way. If your employer later disputes a bonus or promotion, your own documentation can make a big difference.

Review your company handbook, relevant policies, contracts, job description and other relevant documents before your review. Revisit those projects that may have fallen on the back burner and wrap them up while you still can—unfinished tasks have a way of resurfacing right before performance review season. If you’re on a bonus plan, commission structure, or other written agreement, make sure your evaluation aligns with those terms. For example, if the handbook promises “objective, performance-based criteria,” and you receive vague or inconsistent feedback, that could be relevant if disputes arise later.

If your review includes criticism, stay calm and professional. Ask for specific examples and request a written action plan. Avoid signing anything you disagree with without noting your objection. Many forms allow you to write “Acknowledged but not agreed” next to your signature. This preserves your right to contest inaccurate statements later.

Employees who raise legitimate concerns—such as discrimination, unpaid wages, or unsafe conditions—are protected from retaliation under federal and Arizona employment laws. If you suspect your review was downgraded after you reported a problem, document the timing and seek legal advice before taking further steps.

Finally, end your review on a forward-looking note. Ask what goals or metrics will be used to measure success in the coming year, and send a quick follow-up email summarizing the discussion. That message can be valuable proof if expectations shift later.

Your year-end review isn’t just about reflection—it’s an opportunity to protect your reputation, your compensation, and your career. A little preparation goes a long way toward making sure the record reflects your true performance.

How to Prepare for Your Year-End Review — What Arizona Employees Should Know