Frequently Asked Questions - Achievement Criteria

What is the Achievement Criteria?

To increase transparency and help employees understand what leaders and managers/supervisors use to determine performance levels and merit rewards, UC Berkeley has developed consistent, performance-based Achievement Criteria for non-represented staff. The merit criteria guides provide example behaviors for each performance level (Needs Attention, Well Done, Stand Out). All non-represented employees will use the same Achievement Criteria (with additional performance indicators for people managers). There are five dimensions of the Achievement Criteria which include Collaboration, Goal Accomplishment, Innovation, Inclusion & Belonging, and Job Mastery.

Learn more about the Achievement Criteria for non-represented employees and/or register for Achieve Together training.

How do you determine performance levels for each dimension of the Achievement Criteria?

To determine performance levels per criterion (Collaboration, Goal Accomplishment, Inclusion & Belonging, Innovation, and Job Mastery), the manager/supervisor will refer to the feedback provided per guided check-in question on the Achieve Together Check-in form and compare the performance and behavioral indicators for each cirterion associated with each performance level (needs attention, well done, stand out), and identify which level aligns closest with the employee’s performance for the year.

How do managers/supervisors determine overall performance levels using this information?

The manager then tallies the level attained for each of the five criteria on the Achievement Criteria to determine the overall performance level, taking into account data from three check-in conversations within the merit cycle (April 1-March 31). This is about overall performance, not an average of the three check-in conversations.

Example:
Collaboration = Needs Attention
Goal Accomplishment = Stand Out
Inclusion & Belonging = Stand Out
Innovation = Stand Out
Job Mastery = Well Done

An employee must have met the behaviors and standards in at least three of the five criteria listed in a specific performance level to be recommended for that level. Employees with "Needs Attention" in any criterion are not eligible for the "Stand Out" performance level. Employees with an overall performance level of "Needs Attention" will not be eligible for a merit increase.

Using the above as an example, the employee’s merit level would be “Well Done" because they received a "Needs Attention" in one category, thus making the employee ineligible for a "Stand Out" level.