Wash. Supreme Court published opinion — 948461.pdf

Citation: Wash. Supreme Court published opinion — 948461.pdf
Jurisdiction: Washington (state)
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Original Source: https://www.courts.wa.gov/opinions/pdf/948461.pdf ↗

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Dawn is [a] strong release manager able to pull all appropriate
stakeholders together, drive meetings forward and succinctly, keep
topics on point, and hold people to meeting deliverables.

. . . Dawn knows what me [sic] and my team need to be successful and
she provides those resources proactively in a timely manner. I never
have to wonder where a project stands when Dawn is leading the effort.

. . . She actively solicits feedback, is very receptive to any feedback
received and also follows up on it.

. . . Dawn partners extremely well with others and has established a
rapport and positive reputation with the many teams she works with.

Clerk's Papers (CP) at 163-64. During her previous years working for Microsoft,

Cornwell also had received good performance ratings and promotions. Despite this

positive employment history, Blake informed Cornwell that she was trending toward a
For the current opinion, go to https://www.lexisnexis.com/clients/wareports/.
Cornwell(Dawn) v. Microsoft Corp.
No. 94846-1

rating of "4," the second lowest possible score. Cornwell told Blake that she disagreed

with that rating and was upset with this information. Blake followed up with human

resources and McKinley about CornweH's response. Human resources promised to

have Microsoft's legal department review Cornwell's performance rating.

Ultimately, Blake and McKinley recommended that Cornwell be rated "5," the

lowest possible score. Other managers disagreed with the rating, believing that

Cornwell was a higher performer. One manager did not have the "impression that Ms.

Blake was giving Ms. Cornwell a fair chance to succeed" and "didn't agree with her

[Blake's] assessment of [Cornwell's] performance." CP at 202. Another manager