Tips welcome on how to manage my “informal review” with my manager who has it out for me, re: not promoting me following a technical exam (on which I scored perfectly) and interview (on which I was failed ostensibly on subjective criteria). The promotion is a level and pay change, while tasks remain the same. I asked for this meeting. They brought in two external people this week who are the new level and pay above me, but I am training them—for my own job.

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I'd be surprised if an interview and test determined your readiness for promotion. Typically it is on the job performance, specifically demonstrating sustained performance at the next level

I would ask questions in a forward looking way, asking what you need to demonstrate to merit promotion the next time.

Also, it's really normal to train people at the next level who are new, this is part of the job and you shouldn't resent it.

In this case, the interview and test were the requirements of this promotion in particular. I work in government. It isn’t a new position but rather a re-classification to better reflect the nature of the work. I have a perfect performance review. I’m asking in the context of the fact that this is a personal issue of the manager toward me and how to prepare in that respect. Secondly I am being asked to train people who have been hired at the new level/category/pay. My point is that it seems absurd that I should be deemed qualified to train them for a position for which I apparently have not been deemed qualified, my job that I have been doing for two years. In any case I am preparing to move to a new team with a better position and pay but I am taking this opportunity to advocate for myself and hold people accountable.

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