Phase IV of the Performance Development Program has launched!
Enhancements to the ePerformance tool have been made based on continuous feedback from the participants. Phase IV will include the addition of a few new departments bringing the total number of pilot participants to over 800. Participants continue to hone their skills in the activities of the Performance Development Program such as writing goal/performance expectations and conducting one-on-one meetings.
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.
Performance Development Project Information & Resources
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.
