I have a question regarding performance reviews that I could use some opinions on. I was a second line manager of a development lab (about 70 employees and 3 managers) who just accepted a new position in the company a couple of weeks ago under a new director (old boss was a VP). The old VP was responsible for my performance review and delivered it this past week.
Some background: The system we have goes 1, 2+, 2, 3 and is basically a stack ranking system because we do have to have a bell curve skew. Basically, no matter how good your department is, you will have 3's in it. He gave me a 2 (Solid Contributor is the wording - but most read that as average or below average).
I have always worked hard and done well and this is the lowest resting that I have gotten in my 16 years. I believe that I deserved a 2+ for the year...so, naturally I am pretty upset (getting a 2 basically makes me indelible for bonus or raise). I'm not sure if the boss used me as an easy 2 since I was leaving and he has to give a certain % of them to his group or if he truly thinks that. Even if he truly thinks that, I don't agree since the things that he put in his write-up and discussion were somewhat questionable to me.
To elaborate, he took my best manager (of 3) away from me for a special assignment that last about 10 months out of the year. He stacked my development lab with a bunch of initiatives that are ancilary to what our direct mission is, which is delivering new product code that our customers are asking for to them in a timely manor. These initatives are considered to be side jobs, that VPs assume everyone wants to work voluntary overtime on and we didn't hit 100% of those. I view it as questionable to load us up with unrealistic goals and then nail us on performance reviews for not achieving them (an example...he wants to spur innovation, so gave us a goal of 25 patents - we are an old system that has been averaging about 1 a year in the past. We ended up with about 15, but he counts that as missing the goal...I count that as BS).
We achieved some amazing goals this year, especially considering our size, the number of customer reqs we delivered on, our budget targets (which we came in under budget and crushed our revenue targets), and considering he took away my top manager (so we had to deliver on this stuff down a person). I feel like he gave me no credit for those things and nailed me on some silly side goals that were near impossible anyway.
Now for the main question...do I write a note to him explaining my thoughts or writing comments in the official performance review tool when I acknowledge it or do I just let it go since no good can come from going toe to toe with a VP?
Thank you for any advice you may have.