Help me to review my complaint to my manager for clarity, comprehension and effactiveness: "Dear Mrs. Newman,

I hope this letter finds you well. I am writing to bring to your attention some major concerns I have regarding ongoing systematic racial discrimination within our Division and the recently concluded Individual Performance Management Goals (IPG) review. As an employee of the State of Colorado, Department of Public Health and Environment, Air Pollution Control Division, I feel it is important to highlight a series of incidents that have occurred, impacting my professional growth, job prospects, and creating a hostile work environment.

Firstly, I want to emphasize that over the past several years, I have been passed over for a supervisory position three times by the management, despite being a black employee with extensive qualifications and experience in my field. On each occasion, I was overlooked in favor of white employees who lacked the necessary qualifications and experience. This pattern repeated itself when white employees who did not meet the qualifications were suddenly reclassified, enabling their appointment.

What is particularly distressing about this systematic discrimination is that it has led to the appointment of an unqualified white employee as my current supervisor, the Construction Permit Unit Supervisor. Consequently, this situation has created a managerial nightmare, as I find myself being supervised by someone with less qualifications and experience. It is important to note that this supervisor has consistently attempted to undermine my profession and professional capabilities, likely as an attempt to compensate for their own deficiencies.
This not an isolated or e new development. Sometimes ago, I developed an automatic system to aid engineers writing permit better and faster with increased accuracy and shorten permit writing time by more than 75%. I perfected the system and demonstrated it in more than two meetings. My supervisor then, RH Hancock, said that we could not use it because (1) it will not allow engineers to learn and (2) when I retired, there would be nobody to maintain the system. The true reason was to deny me the recognition, being the only minority Engineer the Division. 
The system that when implemented, it will increase our efficiency and productivity be more that 75% and saves our customers tons of money and time. What is unique and fine about adopting this permit-writing system, is that it does not require any external expert and I am ready to train our engineers internally. A similar situation occurred in 2005, when I discovered a process that helped our supervisor then, Mr. Dennis, to eliminate a more than five-year backlog in less than two months. My recommendation, permit application pooling method, was adopted but without any recognition or even mentioning. The process, which was still in use to date, albeit in electronic format now, made out transition into the electronic online process easy.
I am mentioning this now so that the Division will not continue to lose out in improving its service to our customers significantly, and in enhancing our customers’ service satisfaction tremendously. Also, adopting this permit writing system will safe customers tons of money by reducing the permit processing charge time by more than 75%. Additionally, it has been giving me a professional ethical dilemma if I continue to keep silent over this situation, and my profession ethic requires that I make this known. Finally, it is my personal vision that the Division’s permitting programs are the best in the Nation.

Furthermore, I would like to bring to your attention the egregious behavior that unfolded during my recent absence on vacation. Upon my return, I discovered that my supervisor had conducted postmortem editing of my past jobs, with the apparent intention of attempting to find faults or errors that he could utilize against me. This act displayed a clear lack of understanding of the subject matter as an engineer, on his part, and the technical fallacies present in the postmortem report were evident.

Additionally, my supervisor has fallen behind in verifying my completed projects, leading to a significant delay in issuing more than 46 permits as at the time of writing this complaint. One of the recent permit issuance has been pending since April 27, 2023. This not only hampers the productivity and efficiency of our Division but also reflects poorly on my own professional record and the quality of my work.

In light of these mounting issues, I attempted to discuss these concerns with our managers. Unfortunately, I was unable to secure a meeting with them due to their seemingly busy schedules. This lack of attention to such pressing matters has further contributed to the deterioration of the work environment and my professional development within the Division.

Compounding these issues is the recent implementation of the Cornerstone Performance Management Evaluation (PME) system. According to the guidelines for the PME process, my supervisor was required to discuss my IPGs and collaborate with me on establishing performance measurement parameters to ensure fair and objective PME ratings. However, my supervisor failed to fulfill this responsibility, arbitrarily rating my job performance without adequate consultation or consideration of the objectives outlined in my IPGs.

Given the circumstances, my immediate concern is to prevent my supervisor from unfairly damaging my professional reputation with false and biased ratings during the ongoing PME exercise. It is crucial to ensure that these ratings are objective, fair, and reflective of my true performance as per the predetermined IPG standards. Performance should never be my supervisor’s biased personal opinion.

In light of the aforementioned issues, I kindly request your intervention and guidance in resolving these matters swiftly. I propose a formal investigation into the instances of systematic racial discrimination, an examination of the manipulation of position requirements for the benefit of unqualified white employees at the expense of the minority engineers, and an assessment of my supervisor’s inability to meet the demands of his position and adhere to professional standards.

Additionally, in the interest of maintaining a fair and objective evaluation process, I humbly request that an impartial third party be assigned to review and oversee the completion of my PME ratings this year. This will help ensure that my performance is evaluated in an unbiased manner, aligned with the established IPGs and guidelines.

I believe that addressing these concerns promptly will not only rectify the injustices that have been prevalent but also contribute to fostering a more inclusive and equitable work environment for all employees within our Division.

Thank you for your attention to this matter. I appreciate your assistance, and I look forward to a prompt resolution and your guidance in rectifying these pressing issues.

Yours sincerely,


<PRESIDIO_ANONYMIZED_PERSON>, PE, DM.
Permit Engineer
Construction Permit Unit
4300 Cherry Creek Drive South
Denver, CO 80246-1530
303-692-3202/ <PRESIDIO_ANONYMIZED_EMAIL_ADDRESS>"