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Performance Management

Note: The annual performance appraisal process for the period beginning April 1, 2019 through March 31, 2020 will resume on September 1, 2020.*

In 2016, UCR completely revised the performance management process. Further modifications were made for the 2017-18 process which simplified and provided better instructions than the earlier revision. Rating factors and rating categories were updated and redefined to more clearly reflect the high quality of work performed by UC Riverside employees. In 2018-19, revised definitions provided clearer distinctions between ratings and included more specific criteria related to goals, achievements, job functions, skills and behavior. As in recent years, the 2019-20 process aligns the performance management process with the merit-based pay program for non-represented staff employees.

Performance Management Resources

About Pay for Performance
A merit based salary program for non-represented employees

Pay for Performance is the compensation program for non-represented staff. It is part of our commitment to provide our non-represented employees with competitive performance-based compensation. For more information, please visit the Pay for Performance webpage.

2019-2020 Merit Program Guidelines
With proper distribution of performance ratings, managers can differentiate merit awards and appropriately recognize the strongest performers. The 2019-2020 Merit Program Guidelines outline the program and offer guidance to ensure consistency across schools, colleges and organizational units. For more information, please visit the Merit Program Guidelines webpage.
Performance Management Timeline

NOTE: The Performance Management Timeline is under review until the campus receives further guidance from the UC Office of the President.

As part of the campus performance management program, all staff employees are to be appraised in writing annually. For 2020, each organizational unit must certify to Human Resources by Friday, October 30, 2020 that all staff have received annual appraisals for the 12-month performance period ending on March 31, 2020. Learn about the activities which are to be completed as part of the performance management program. For more information, please visit the Performance Management Timeline.

Performance Management FAQs

Frequently Asked Questions were created to help you have a better understanding of the Performance Appraisal and Pay for Performance Guidelines. For more information, please review the Performance Management FAQs.

Performance Management Resources
In Performance Management Resources, you will find additional performance management resources designed to smoothly guide users through the process, including: helpful hints, training videos and optional information sessions. These resources are available for all users, including staff employees, supervisors and organizational leaders, department HR representatives and/or HR Business Partners. For more information, please visit the Performance Management Resources webpage.
Human Resources Business Partners
HR Business Partners (HRBP) and HR Officers within each organizational unit on the UC Riverside campus work closely with central HR to deliver services at the local level. The local HRBPs have a general knowledge of the complex HR services and they know who to contact within central HR for more information. Your local HRBP is your first point of contact for HR services in your department or college, and for any questions regarding the performance management process. Visit the Human Resources Business Partners webpage.
Supervisor's Important Role in Performance Management
Thoughtful conversations with employees about performance can be a great opportunity to let them know how much they are valued, share your vision for the future of the team and create pathways for employees to pursue professional goals. To learn more, please visit the Supervisor's Important Role in Performance Management webpage.
Employee's Important Role in the Annual Review

The annual employee review is an important part of performance management and staff development. At UC Riverside, we have a consistent philosophy for recognizing and rewarding non-represented staff with a merit based salary program. For additional information, please visit the Employee's Important Role in the Annual Review webpage.

Forms and Documents

The Performance Management section of the Forms and Documents page contains all of the forms you will need during the performance management process. You will find the Performance Appraisal Form, Goal Agreement Form, the revised Performance Factors and Behaviors Indicator Guide, and other documents to guide you through the process.

Please Note: The Word forms do not have any formatting functionality, including: spellcheck, bold/italics, bullets, etc. If you need that type of formatting in your comments, please prepare a draft in Word and copy and paste into the appropriate fields.

*On April 14, 2020 the University of California (UC), Office of the President confirmed the 2019-20 systemwide Annual Performance Appraisal Program for policy-covered staff will be postponed until the fall. A statement from the Office of the President read, 

After close consultation with chancellors, and in consideration of the crucial work associated with COVID-19, President Napolitano has suspended the FY 2019-2020 systemwide Annual Performance Appraisal Program for policy-covered staff until the fall.

“I recognize some campuses have already begun or even completed the performance appraisal cycle. Thank you for your diligence and attention to this important process,” said President Napolitano in her note to chancellors. “I greatly appreciate all you are doing to maintain our operations and uphold our mission.”