Performance Management Timeline

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 (HR) by May 22, 2020, that all staff have received annual appraisals for the 12-month performance period ending on March 31, 2020.

The following activities are to be completed as part of the performance management program. To enable each organizational unit to meet the May 22 deadline, recommended deadlines for each activity are listed in the table shown under Organizational Unit Heads for the January-February time frame.

Please note: Overall performance ratings will be used to determine merit increases for non-represented staff. Each organizational unit is therefore responsible for ensuring a consistent application of performance standards in the rating of its employees. To this end, it is essential that ratings:

  1. are consistent with campus-wide rating standards and guidelines;
  2. are accompanied by comments that support the rating and are aligned with those standards;
  3. are consistently applied across raters for comparable performance; and
  4. clearly differentiate between levels of performance.

To accomplish this, organizational units are encouraged to conduct internal calibration sessions. For more information, review the Calibration Resource Guide.

For additional information and guidance, please visit the UCR Human Resources’ Performance Management webpage.

January - February 2020

February - March 2020

  • Helpful Hints - Training and Information Resources
    Completion of Mandatory Cybersecurity and Sexual Harassment Training

    The 2019-2020 Performance Appraisal cycle ends on March 31, 2020. In the remaining weeks, employees should confirm that they have completed the mandatory trainings assigned to them. The Mandatory Training Certification section on the performance appraisal form references mandatory trainings in Cybersecurity and Sexual Harassment Prevention. The form notes that “noncompliance will impact the employee’s merit award.”

    To confirm completion of mandatory training requirements:

    1. Visit the UC Learning Center (LMS)
    2. Click on Required Trainings – a list of assigned training and status will be available for review
    3. Complete any training that is still outstanding*

    If you have not already done so, be sure to visit the UCR Performance Management webpages for more information regarding performance management timelines and other useful resources.

    *Noncompliance will impact merit increases

    In-Person Information Sessions

    Please note that the In-Person Information Sessions have been cancelled. If you should have any questions, please send an email to

    Dedicated Performance Management Email | Human Resources Business Partners

    Did you know that two Performance Management resources are available to answer your specific questions about this year’s process? The resources, available to both supervisory and non-supervisory employees, are:

    • Departmental Human Resources and/or your Human Resources Business Partners (HRBPs) are available to help you with questions related to this year’s Performance Management process.
    • A dedicated Performance Management email address, Questions sent to this address will receive a response before the end of the next business day.

    Self Assessment Completion Process

    Supervisors are reminded to provide their direct reports with the Performance Appraisal form on or about April 1, 2020. Direct reports should then complete the Self-Assessment section and return it to their supervisor on or about April 10 (see the suggested Performance Management timeline available on the Performance Management Timeline webpage. Note: timelines established by individual organizations may vary.)

    Directions to complete the self-assessment are provided on the form. However, additional assistance in completing this and other parts of the performance appraisal form can be found in the Zoom meeting recording. To access this helpful instructional video,  please go to the UCR Performance Management webpages.

  • Activities for all employees
    • Review the online campus performance management resources which are available on the HR Performance Management webpage and the Forms and Documents webpage > Performance Management.
    • Review guidance on Goal Setting.
    • Collect information/data for inclusion in your self-assessment.
  • Activities for Supervisors
    • Review the online campus performance management resources which are available on the HR Performance Management webpage and the Forms and Documents webpage > Performance Management.
    • Review and update the job description of direct reports, if necessary.
    • If appropriate, use the Supervisor Guide for Supplemental Performance Feedback form to gather supplemental performance feedback from others.
    • Where available, gather and review goals and expectations set for each direct report for the 2019-2020 review period.
    • Gather performance files/diaries and other records of performance you have maintained on your direct reports.
    • Supervisors are encouraged to view the UC Performance Management Overview Module, if not previously completed online via the UC Learning Center (LMS).
      UC's 8-Part Performance Management Series (highlighted modules are strongly encouraged in advance of preparing evaluations for your staff)

                Module 1:  UC Performance Management Overview
                Module 2:  UC Setting Expectations and Individual Performance Goals
                Module 3:  UC Giving and Receiving Feedback
                Module 4:  UC Engaging and Developing Employees
                Module 5:  UC Conducting Performance Appraisals
                Module 6:  UC Motivating, Recognizing and Rewarding Employees
                Module 7:  UC Coaching for Performance and Development
                Module 8:  UC Managing Corrective Action

  • Activities for Department Heads

April - May 2020

 During the Month of May - compile, analyze and report on the performance management process to senior management.

  • Activities for all employees
    • Complete and submit the employee self-assessment portions of the Performance Appraisal Form to your supervisor by the deadline established by your organizational unit.
  • Activities for Supervisors
    • Review the employee self-assessment portion of the Performance Appraisal Form which should be completed by each direct report.
    • Review the Performance Factors and Behavior Indicators Guide.
    • Review any supplemental feedback forms and other performance records maintained during the review period.
    • Complete a draft Performance Appraisal for each direct report.
    • Submit draft Performance Appraisals for review and calibration, per organizational unit head’s direction.
    • Finalize Performance Appraisals for each direct report following the calibration process established by the organization's unit head.
    • Ensure that senior departmental approval/sign off has been received prior to conducting the performance appraisal meetings with your direct reports.
    • Conduct a performance appraisal meeting with your direct reports by the deadline established by your organizational unit head.
    • Complete a Goal Agreement Form for each direct report receiving an overall rating of three (3) or higher, by the deadline established by your organizational unit head.
    • For any employee who receives an overall rating of a two (2) or one (1), contact your department HR representative for assistance in preparing a Performance Improvement Plan (PIP) for the employee, in lieu of completing the Goal Agreement Form.
  • Activities for the Organizational Unit Heads