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Performance Management - Policies, Guidelines, and Forms
February 12, 2009

As the University of California Office of the President redefines its role and establishes new goals and objectives in support of the reorganization, managers and supervisors are reminded about the importance of conducting regular performance evaluations and working with staff to develop a plan that:

• Directs the employee's efforts toward achieving specific results,
• Accomplishes strategic and organizational objectives,
• Identifies opportunities for professional growth.

The most effective way to achieve this is to work with an employee to develop a performance plan that ties together an employee's job duties with the goals, the objectives, and the strategic plans of the employee's department and UCOP. This performance plan will help to establish individual employee performance objectives and the criteria for an employee's annual performance evaluation.

Each manager and supervisor is required by UC policy and by the applicable labor contract to conduct performance evaluations. Performance evaluations are required for:

• Probationary employees: A probationary employee should be assessed at least once during a full probationary period, preferably at the mid-point of probation; and,
• Career employees: A career employee's performance shall be assessed in writing at least once a year.

Preparing and working with an employee on the development of a performance plan also presents an opportunity to review, with the employee, the employee's job description. Job descriptions, if not updated, may not accurately reflect an employee's current job responsibilities and duties. Meeting with an employee to discuss his/her job description insures that it accurately reflects the employee's current job responsibilities and duties and that it is consistent with those that are described in the employee's performance evaluation.

To assist managers and supervisors with the performance evaluation process, the following resources with Policies, Guidelines, and Forms are available for your reference.

In addition, over the next several months training will be offered and will include four 3 and a half hour modules on (a) Setting Performance Expectations, (b) Coaching for Improved Performance, (c) Appraising Employee Performance, and (d) Delegating for Success and Accountability. Training will also be provided in one-on-one sessions for SMG members, as needed.

For additional assistance Senior Management Group (SMG) members may contact Robert Pettit at Robert.Pettit@ucop.edu, and for all other employees please contact Michael Lum at Michael.lum@ucsf.edu.