The performance management process at UCR is continually being revised and modified to ensure that our non-represented staff achievements and efforts throughout the year are properly recognized. Some of these significant enhancements include:
- A completely revised performance management process.
- Simplified and better instructions than previous years.
- Rating factors and rating categories have been updated and redefined to more clearly reflect the high quality of work performed by UC Riverside employees.
- Revised definitions provides clearer distinctions between ratings and includes more specific criteria related to goals, achievements, job functions, skills and behavior.
As in previous years, the 2023-2024 process aligns the performance management process with the merit-based pay program for non-represented staff employees.
Performance Management Resources
Pay for
Performance
Overview |
Pay for Performance is the compensation program for non-represented employees. Through the performance management process, which culminates in an annual performance review, the goal is to reward higher performance with higher pay. Meaningful conversations between supervisors and employees about our work at UC Riverside should take place throughout the review period. The annual review, which occurs at the end of the performance year, is a time to celebrate accomplishments, evaluate performance, achievements and contributions toward the mission and goals of the university, and to think about how we can grow professionally. Your annual review is also the basis for determining your compensation for the year ahead. It’s all part of our commitment to provide our non-represented employees with market-competitive performance-based compensation. |
Process Improvements |
The Chancellor’s Committee on Staff Compensation, comprised of human resources practitioners and leaders throughout the campus was established to review the then-current, non-represented employee compensation practices and make recommendations to guide the future staff merit program. As a result, three workgroups were formed to develop recommendations in three key areas: performance evaluations, merit-based salary program and strategic equity adjustments. The Performance Evaluation Workgroup was charged with recommending improvements to the performance management process in support of four merit program principles that were based on broad manager and supervisor feedback:
Recommendations
CalibrationThis is the process in which performance and performance ratings at each level are discussed and normalized within a group. The conversations determine what differentiates performance. The outcome of implementing this process will be to drive greater consistency in the rating process across the school, college or organizational unit. Each school, college or organizational unit has the flexibility to construct this process in the way that is most effective for them.
Distribution of MeritThis is the process in which the merit dollars/amounts are applied to individual employees based on performance. Each school, college or organizational unit has the flexibility to construct this process in the way that is most effective for them. We recommend the adoption of the following distribution principles:
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Merit Program
Guidelines
With proper distribution of performance ratings, managers can differentiate merit awards and appropriately recognize the strongest performers. The 2023-2024 Merit Program Guidelines outline the program and offer guidance to ensure consistency across schools, colleges and organizational units. |
General Eligibility Requirements
Calibration |
This is the process in which performance and performance ratings at each level are discussed and normalized within a group. The conversations determine what differentiates performance. The outcome of implementing this process will be to drive greater consistency in the rating process across the school, college or organizational unit. Each school, college or organizational unit has the flexibility to construct this process in the way that is most effective for them. Please refer to the Calibration Resource Guide for more information and a recommended best practice for conducting calibration. As a reminder, calibration discussions should occur when the appraisal is in the draft stage and has not yet been shared with the employee.
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Distribution/Application of MeritThis is the process in which the merit dollars/amounts are applied to individual employees based on performance. Each school, college or organizational unit has the flexibility to construct this process in the way that is most effective for them. We recommend the adoption of the distribution principles listed below.
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Merit Pool and Effective Dates
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Performance Management
Timeline
As part of the campus performance management program, all staff employees are to be appraised in writing annually. For the 2023-2024 evaluation period, each organizational unit must certify to Human Resources by Friday, May 31, 2024, that all staff have received annual appraisals for the 12-month performance period ending on March 31, 2024. 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. |
Resources
In addition to the various performance management guides, Human Resources would like to provide you with additional resources designed to smoothly guide users through the performance management process. These resources are available for all users including staff employees, supervisors and organizational leaders, departments' HR representative and/or HR Business Partners. If you should have any questions, please send an email to performancemanagement@ucr.edu; an ELR representative will respond no later than the end of the next business day. |
Completion of Mandatory Cybersecurity and Sexual Harassment TrainingThe 2023-2024 Performance Appraisal cycle ends on March 31, 2024. 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:
*Noncompliance will impact merit increases Performance Management Training | Information ResourcesThrough the UC Learning Center (UCLC), there is currently information about the Performance Management process. Supervisors are encouraged to view the UC Performance Management Overview Module, if not previously completed, online via the UC Learning Center (UCLC). These should be especially helpful to anyone new to supervision, but anyone is welcome to review. UC's 8-Part Performance Management Series (highlighted modules are strongly encouraged in advance of preparing evaluations for your staff)
If you feel that you need additional help after reviewing the Performance Management modules, supervisory and non-supervisory employees should contact their departmental Human Resources and/or Human Resources Business Partners (HRBPs) who are available to help you with questions related to this year’s performance management process. In addition, you may send an email to the HR Performance Management email address – performancemanagement@ucr.edu. Questions sent to this address will receive a response before the end of the next business day. Self Assessment Completion ProcessSupervisors are reminded to provide their direct reports with the Performance Appraisal form on or about April 1, 2024. Direct reports should then complete the Self-Assessment section and return it to their supervisor on or about April 12, 2024 (see suggested Performance Management timeline at 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 Performance Management Timeline webpage. If you have not already done so, be sure to visit the Performance Management website for more information regarding performance management timelines and other useful resources. |
Frequently Asked
Questions
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. |
Human Resources
Business Partners
HR Business Partners (HRBPs) 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
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's performance be appraised in writing at least annually. Supervisor GuidanceEmployees 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.
Talking to EmployeesTalking to your employees about performance is a year-round responsibility. The annual performance review is the culminating assessment of your employees’ performance for the year. It provides a great opportunity to tell your staff how much you value their contributions in the workplace, and to plan for the coming year. It also is a chance to offer support to employees who have clear professional goals. The large majority of UC Riverside employees successfully meet performance expectations and these conversations provide an outlet to recognize strong performance in a one-on-one meeting.
Supervisor Next StepsIn 2016, UCR completely revised the performance management process. Rating factors and rating categories were updated and redefined to more clearly reflect the high quality of work performed by UC Riverside employees. The new definitions provided clearer distinctions between ratings and included specific criteria related to goals, achievements, job functions, skills and behavior. Furthermore, it aligned the performance management process with the merit-based pay program for non-represented staff employees. For more information about the rating system, read the Performance Factors and Behavior Indicators Guide.
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Employee's
Important Role
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 it into the appropriate fields. |