University of California, Riverside

Human Resources

Performance Management - Supervisor Guidance

Performance Management: Setting Goals, Appraising Performance

Performance Appraisal Process and Timeline

The campus is moving the annual performance appraisal cycle for staff employees to conclude in March of each year. For 2015/16, staff employees will be evaluated in April 2016 for a nine-month review period (July 2015 through March 2016). Thereafter, employees will be evaluated April of each year for the 12 month period ending on March 31st.  The new appraisal cycle will apply to both represented and non-represented staff employees. 

The Chancellor’s Committee on Staff Compensation recommended changes to the performance appraisal rating scale, factors and forms. Those recommendations were approved and the new appraisal process/tools are currently in development. The new appraisal standards and tools will be introduced to staff in Spring 2016 and will apply to performance beginning with the 2016/2017 review cycle. Managers will be provided training in early 2016. 

Supervisor Guidance

Performance Management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. A formal performance appraisal is an important opportunity to summarize the informal evaluations of the employee's performance over a longer period of time. UC Policy requires that each employee be appraised in writing at least annually.

As a result of the implementation of the UC salary program for nonrepresented staff, the campus performance review cycle will be modified to align with a fiscal year salary program. For 2015/16 the performance review cycle will run from July 1, 2015 to March 31, 2016. In subsequent years the performance review cycle for nonrepresented employees will run April 1 through March 31. The result will be that in future years, the performance review process will be completed in advance of the anticipated July 1 merit date, eliminating the need for retroactive payments.

Employees are most likely to be successful performers when they clearly understand their assignments, know what level of performance is considered acceptable, and receive consistent feedback. Evaluation of an employee's performance is not just a once-a-year activity, it is an ongoing process.

  • Faculty Briefing Performance Management Presentation - 2015
    This presentation has been specially designed to meet the needs of faculty supervisors. The presentation can be reviewed independently or an in-person briefing can be scheduled to further assist faculty through the performance management process. Contact Human Resources to schedule an in-person briefing.

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University of California, Riverside
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Riverside, CA 92521
Tel: (951) 827-1012

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Department Information

Human Resources
1201 University Ave., Suite 208
Riverside, CA 92507

Fax: (951) 827-2672