If you're being made into a fall-guy, then GTFO is likely your only solution. Be careful with the 'depths of incompetence' stuff. It's assigning judgement and

If you're being made into a fall-guy, then GTFO is likely your only solution. Be careful with the 'depths of incompetence' stuff. It's assigning judgement and value to the people you're working with. That may be valid (or it may not!), but it doesn't help you professionally. Try not to assume you know why they do what they do, just deal with situation as it is. Telling HR about how bad everyone else is simply won't help you at all. Your strongest arguments would be: * The well-documented original plan vs. what has actually happened. * The factual discrepancy between your performance review and reality. Emphasize positive feedback, and get them to advocate on your behalf if possible. If someone cares enough to sift through all this, they might figure it out and save you, but chances are good that it won't happen. Having a plan B seems quite prudent.