So, one answer is that I chunked the ADA stuff into more manageable, bite-size portions and designed the workshops in a way where I could cater to their individual materials and needs. I offered 4 of those. I advertised them through my boss' office. I put up flyers. I emailed faculty. I got food. No one showed up (and they don't have to).

Then when a whole-faculty panel on ADA came up (that they'd be mandated to attend in large numbers), I was ordered to participate by my boss. I told her I was really anxious about it. She recommended I work with Employee B on it. So I did. I actually wrote up the panel questions with my draft answers and then ran those draft answers by five different faculty members who don't necessarily agree with me all the time. I took all their feedback and worked it into my answers. That's how I presented on the panel. Results show that 88% of faculty felt my performance was favorable. The faculty development head praised me and said it was "a tremendous success" and also specifically told me my delivery was very warm and "great for even those who are afraid".

My boss? She's fixated on literally one person who freaked out and had an anxiety attack over the legal stuff. And she's saying my "needs improvement" rating is entirely based on that, more or less.

Totally serious: is there a way I can do this better that I'm not already doing?