Thanks for the suggestion Black Mergatroid.
Here is an additional suggestion from the Mr. Williams at counter-racism.com regarding writing a COMPENSATION and PRODUCTION plan.
The reason I suggest this plan is because your "manager, supervisor..." is a SUPERIOR partner in the plan.
Therefore, when its time for "performance evaluations", as long as you've completed the plan, your superior ADVISOR must either:
A. Give you the promotion because you performed the production and compensation plan to exact specifications.
B. Deny you the promotion and solidify their racist suspect status by agreeing that although you followed their SUPERIOR advice, you still will NOT recieve the promotion.http://www.counter-racism.com/cgi-bin/work-study/viewtopic.php?t=737
Write a Compensation Plan and Production Plan and get your manager to agree with its contents.
A Production Plan is a plan drawn up by the employee of a company that outlines the employee's progression in the company for a year. This plan includes all of the training, certifications, additional duties (see Roles and Responsibilities), etc., necessary to obtain the goal of the plan. This plan is also to compensate the employee for being in a SYSTEM of white supremacy (racism) so do not leave out whatever is necessary for this compensation.
A Compensation Plan is a plan drawn up to get the employee back on course when the employee has fallen short of the Production Plan. This plan helps to prevent the employee from being fired by working as a contingency plan for the Production Plan. If the employee does not, for whatever reason, complete a task outlined in the Production Plan, the Compensation Plan will aid in allowing for additional time, an adjustment in resources, and/or the production of task of equal value to be performed by the employee to compensate for the Production Plans unattainable goals
Both plans should be agreed to by the employee and their manager at the beginning of each calendar year and/or fiscal year. Both plans should be reviewed monthly and/or quarterly by both the employee and their manager to confirm adherence to plans.
Examples of both plans can be seen in the Counter-Racism Collaboration Area under Counter-Racism Projects. Anyone requesting access to this area please respond to this post stating your request.