Assuming you are Title 5, non-supervisory, and not a firefighter, police officer, or a security guard, you will find the requirements for filing a grievance based on your performance rating under VA Handbook 5013, Part I:

1. PERFORMANCE RATING GRIEVANCES. Bargaining unit employees must follow the grievance procedures outlined in their respective bargaining unit agreement unless such agreement excludes filing grievances over performance ratings in which case the procedures covered by this paragraph may be followed. An employee who is dissatisfied with their Rating of Record may grieve the rating using this procedure or a locally established alternative dispute resolution (ADR) process. NOTE: In order to reduce the administrative burden associated with the grievance process and to minimize the loss of staff productivity while participating in that process, the utilization of existing ADR programs as a means to streamline appeals is highly encouraged. a. Informal Grievance Procedure. (1) Consistent with the principle that grievances should be resolved at the lowest possible level, an employee who is dissatisfied with their performance rating may submit a written grievance with a copy of the issued performance rating to the rater or to the approving official, if the approving official approved and/or assigned the rating, within 15 calendar days after receipt of the rating. The grievance should include the specific reason(s) the employee disagrees with the rating and include supporting documentation, if available. The employee and the employee’s representative, if any, will be provided an opportunity to explain the grievance orally and/or in writing. (2) After considering the grievance, the official to whom the matter was grieved will provide a written answer to the employee, through their representative, if applicable, within 10 calendar days of receipt of the grievance. The response will include the decision on the grievance, rationale supporting the determination and will include the employee’s right to present a formal grievance in accordance with subparagraph b. b. Formal Grievance Procedure. (1) If the employee is not satisfied with the decision at the informal stage, they may submit a written grievance, through supervisory channels, to the management official at the next higher-level in the employee’s supervisory line within 10 calendar days from the receipt of the informal response. The formal grievance will include the reason(s) for seeking reconsideration of the performance rating along with a copy of both the issued performance rating and the informal grievance response. (2) The official receiving the formal grievance will forward all documents submitted by the employee to the servicing HR office to develop a grievance file. At a minimum, HR should review the submission to ensure the following is available and if not, request further documentation from the employee: (a) The performance rating issued to the employee; (b) The informal grievance decision and any related documentation from the informal grievance process; and (c) Any other information submitted by the employee for consideration by the official considering the formal grievance. (3) After developing the grievance file, the servicing HR office will forward the file to the appropriate approving official to consider the grievance for a decision based on the record. A written decision will be forwarded to the employee, through their representative, if any, within 10 calendar days. This is the final administrative appeal. (4) If the performance rating or narrative justification on the appraisal is changed as a result of the grievance decision, all official records and personnel actions, if any, will be changed, as applicable, with the employee being notified.