University of California, Riverside

Human Resources

2016-2017 Performance Management Timeline

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As part of the campus performance management program, all staff employees are to be appraised in writing annually. For 2017, each organizational unit must certify to Human Resources by May 19, 2017 that all staff have received annual appraisals for the 12-month performance period ending on March 31, 2017.

The activities listed below are to be completed as part of the performance management program. To enable each organizational unit to meet the May 19 deadline, recommended deadlines for each activity are listed in the table below.

Please note:  As overall performance ratings will be used to determine merit increases for non-represented staff, each organizational unit is 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. (See the Calibration Resource Guide for more information).

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


 Human Resources
  •  Announce Annual Performance Management Process to the campus

Organizational Unit Heads
  • Communicate performance management program, training requirements and timelines to Department Heads. Include the dates that all related documents and activities are to be completed/submitted. Following are recommended timeframes / deadlines:

 Employee submits self-assessment to supervisor

April 7, 2017

 Supervisor completes draft performance appraisal for each direct report

April 21, 2017

 Internal calibration activities and finalization of performance appraisals

April 21 – May 5, 2017

 In-person performance appraisal sessions

 May 12, 2017

Goal Agreement forms completed for next review period

May 31, 2017

Individual Development Plans completed (if required)

May 31, 2017

Department Heads
  • Ensure staff supervisors sign up to attend performance management training, if they have not previously completed the training.

  • Ensure that faculty supervisors review the online Performance Management Faculty Briefing presentation or sign up to attend a performance management training session, if they have not previously done so.

  • Provide Performance Appraisal forms to direct reports and request submission of self-assessments by the deadline established by your organization.  [Employees who do not have access to computers, should be provided a manual Self-Assessment form to complete by hand.   Once it is complete, it should be attached to the employee’s Performance Appraisal form]

February – March 2017

  • Review the campus performance appraisal resources available on HR’s Performance Management webpage
  • Review and update the job description of direct reports, if necessary
  • Gather supplemental performance feedback from others, if appropriate
  • Gather goals and expectations set for each direct report for the 2016-17 review period
  • Gather performance diaries and other records of performance you have maintained about your direct reports
  • Attend Performance Management training, if not previously completed:
    • Online via the UC learning Center (LMS)
      • UC 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 Conducing Performance Appraisals
        • Module 6:  UC Motivating, Recognizing and Rewarding Employees
        • Module 7:  UC Coaching for Performance and Development
        • Module 8:  UC Managing Corrective Action
    • Online via HR’s website:  Performance Management Faculty Briefing (for faculty supervisors of staff employees, only)
    • In-Person: Supervisors’ Guide to UCRs New Performance Management Process
 Department Heads

April - May 2017

  • Review the employee self-assessment portions of the Performance Appraisal Form and the UCR Individual Development Plans from direct reports

  • Review the Performance Factors and Behavior Indicators guide, as necessary

  • Review supplemental feedback forms and other performance records maintained during the review period.

  • Complete Draft Performance Appraisals for your direct reports

  • Submit Draft Performance Appraisals for review and calibration, per organizational unit head’s direction

  • Finalize Performance Appraisal for each of your direct reports following the calibration process

  • Ensure that senior departmental approval/sign off has been received prior to conducting the performance appraisal meetings with your direct reports.

  • Conduct the performance appraisal meeting(s) with your direct reports by the deadline established by your organizational unit head.   

  • Finalize UCR Individual Development Plans with each of your direct reports, by the deadline established by your organizational unit head

  • Complete Goal Agreement Form for 2017/18 for each of your direct reports, by the deadline established by your organizational unit head

Organizational Unit Heads
 May 2017
  •  Compile, analyze and report on performance appraisal process to senior management

More Information

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Human Resources
1201 University Ave., Suite 208
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Tel: (951) 827-5588
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