Phase III of the Performance Appraisal Pilot Program has launched!
Enhancements to the ePerformance tool have been made based on the feedback from the Phase II participants. Phase III will include the addition of a few new departments bringing the total number of pilot participants to over 500. During this phase, pilot participants will be able to hone their skills in the activities of the Performance Development Program such as writing goal/performance expectations and conducting one-on-one meetings.
“With two years of the pilot program completed, we have seen participants become more comfortable with the program and have more confidence in their ability to carry out the necessary steps in the process. In this third phase, our hope is that participants become more comfortable with the ePerformance tool as well as the program.”- Alex Najera, Associate Vice Chancellor, Human Resources.
Performance Development Approach
- The Performance Development Mindset
- Why is UCR piloting a new performance appraisal program?
- How is this program different from the current program?
- How will the decision be made to roll-out the program to all non-represented staff?
- Is UCR the only location considering this approach?
- How can I learn more about this approach to performance appraisals?
The Performance Development Mindset
The goal of the Performance Development Program (formerly known as the Performance Management Program) is to support the continuous improvement of individual and organizational performance by focusing on the things that support performance development: clear goals and expectations, real-time feedback about performance, and forward looking coaching. Supervisors and their employees will meet three times per year to discuss progress on goals, professional development needs, and receive coaching.
Why is UCR piloting a new performance appraisal program?
The need for a change in our approach to performance appraisals are many. Based on staff engagement survey results going back several years, there is a need to reduce the administrative burden and increase the value of the process for all staff involved. Supervisors and employees both have expressed interest in exploring new appraisal approaches. Our current form and process have been in place for many years and need to be modernized to align with practices that have been shown to improve performance, increase engagement, and support professional development. Finally, it will provide an opportunity to create better alignment between the UCR Core Competencies and UC Performance Management Model.
How is this program different from the current program?
The following chart provides a brief highlight of the differences.
| Current UCR Performance Management Program | Revised Performance Development Program (based on Phase I feedback) |
| Performance appraisals and goal setting conducted once per year. | Check-ins occur every 4 months; ongoing goal and expectation setting occurs through an open, collaborative process. |
| Feedback on performance required once per year. | Feedback on performance required two times per year. |
| Evaluation focused on pre-determined performance factors. | Evaluation focused on relevant competency-based, job-based, and professional development goals and four shared standards: Communication; Belonging and Community; Technical and Functional Skills; Approach to Work. |
| Supervisors focused on evaluating performance. | Supervisors focused on coaching and developing employees. |
| Many experience the process as administratively burdensome. | Process is aligned with the natural flow of work for those managers who regularly conduct one-on-one meetings with their direct reports. |
How will the decision be made to roll-out the program to all non-represented staff?
The decision will be, in part, based on data gathered from surveys of the pilot participants that will determine if the goals of the program are being met. A Metrics Sub-Committee has been formed to develop survey items and collect and analyze data.
Is UCR the only location considering this approach?
No, UC Irvine transitioned to a similar program in 2017. UC Berkeley followed in 2019 and UC Santa Barbara rolled out the program to all non-represented staff in 2021. UC Office of the President has also adopted this program.
How can I learn more about this approach to performance appraisals?
There are several academic articles that support the approach UCR is piloting. A white paper produced by the Society for Industrial and Organizational (SIOP) and the Society for Human Resource Management (SHRM) provides a nice summary of current literature on the topic.
Performance Appraisal Pilot Information & Resources
Workgroup and Pilot Department
Performance Appraisal Workgroup Members
A group of dedicated staff from across the campus have been working since January 2022 to customize the performance development approach to fit UCR’s culture. The workgroup provides recommendations to Central Human Resources on various aspects of the program including forms, process, communications and training needs.
Pilot Units
Approximately 300 non-represented employees representing both administrative and academic volunteered to pilot the new program for the 2022-2023 appraisal year in Phase One of the pilot project. Based in part on feedback from Phase One participants, Phase Two of the pilot project has been launched and will include an additional 300 non-represented staff piloting both the new Performance Development Program and the ePerformance system.
Defining Success
A sub-committee formed from the members of the Performance Appraisal Workgroup has been meeting since January to identify metrics to measure the success of the pilot. The work of this Metrics Sub-Committee involves generating ideas for metrics, providing feedback on surveys and analyzing survey results.
The results from these surveys will, in part, inform the decisions as to whether or not a campus-wide rollout of the Performance Development Program will occur.
Pilot Participants Resources
Pilot participants can access all of the materials and training resources related to the Performance Development Program located on the Performance Development Site for Pilot Participants. Please note, only pilot participants will be able to access this website.