Creating effective performance evaluations is factual, not the place for “fluff”. For you and your boss to be pleased with the results takes work and time. The advantage is that you both benefit from the results. They have selected positive information to include in their report to upper management and you have submitted data specifically tied to monetary compensation and/or negotiated benefits for the coming year. Let’s look at your bosses’ role and the part you play: Do you have an annual or quarterly performance evaluation? Is it written or oral or a combination? Does your boss write it and.