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Non-renewal for reasons of performance: In case of non-renewal for reasons of performance, the Administration has to make sure that the ePAD for the cycle is finalized, a proper performance improvement plan with measurable objectives is set up and that mediation protocols are respected; additionally, if applicable, the Applicant must be given an opportunity to rebut the performance rating. UNHCR rules of performance evaluation and management provide for mediation in case of disagreements about performance, under the authority of the Reviewing Officer; meetings organized by a Representative relating to interpersonal issues are not a proper substitute for mediation under the rules. Not giving a realistic chance of making improvements referred to in mid-term assessments constitutes a breach of the implied requirement of fair dealing. Staff members can rely on a positive performance evaluation contained in their official performance evaluation documents. Expectancy of renewal: Although the renewal of a fixed-term appointment and the extension of a SAL are two separate issues, a request for a SAL extension by the Administration beyond the expiry of the appointment can give a staff member a legitimate expectation of renewal. Mutual loss of trust: The Respondent cannot, post facto, rely on a mutual loss of trust if such was not given as a reason to the staff member at the time of the decision. Also, if a staff member makes concrete proposals to improve the working relation, it is apparent that the loss of trust is not mutual. Moral damages: Although in the absence of its drafter, a medical report may not be admissible as evidence, if the Administration does not challenge a staff member’s own description of his/her state of health as a result of a non-renewal decision, and the condition was accepted to be a stress-related illness sufficient to entitle him/her to sick leave as well as to an exceptional extension of his/her contract, this is enough evidence for the Tribunal to award moral damages.