What goals did you accomplish this period? In what ways does your work connect to our overall strategy and/or mission? (Goal Accomplishment & Job Mastery)
What do you like best about your work? (Goal Accomplishment)
How have you supported others work and/or collaborated with others on your work this period? (Collaboration)
How have you innovated to seek efficiencies or improve work outcomes? (Innovation)
How have you fostered diversity, equity, inclusion and/or belonging on our team and campus? (Inclusion & Belonging)
What can I do as your supervisor to better support your success? What additional knowledge, resources, or tools are needed to successfully do your job? (Development Planning & Manager Support)
Yes. Here are a few considerations to better understand the purpose and use of the guided questions:
- These questions map to each performance indicator in the Achievement Criteria, providing the opportunity to adequately discuss what we do and how we do it
- They enable managers/supervisors and direct reports to expansively discuss current performance and plan for future job needs
- Think of the check-in questions as conversation starters, which set up the conversation to use attentive listening and open-ended follow ups to deepen the conversation
- Managers/supervisors and direct reports are not limited to the guided set of questions. It is encouraged to bring attention to feedback, recognition, questions/concerns about work
- By the end of the conversation, managers/supervisor and direct reports should have clear expectations on how work will be accomplished over the next four months.
Completed check-ins will be stored online in the Achieve Together Check-in Form dashboard (coming June 2020) and with UC Berkeley records.
Check-ins cover the preceding four months. For example, the July/August (Summer) check-in will cover performance between April 1 and July 31.
Once a form is finalized, edits cannot be made. Please make sure that the form is completed before selecting the "Finalize my Notes/Comments" action.
Doing performance evaluations once a year took a lot of time. Won’t doing them three times a year take even longer?
With the previous performance program, non-represented employees spent several hours at the end of each performance year collecting records on accomplishments and completing self evaluations. Managers did the same before completing each employee’s annual performance evaluation. Approximately 60,000 hours were spent each year on annual performance evaluations with little to no added value. Achieve Together check-ins are estimated to take a total of 20,000 hours each year (less than half the time), and will transform our workforce. This is because the check-in should be incorporated into the regular one-on-one meetings that already occur. Additionally, as events occur, they are entered onto the check-in form and then discussed. This real-time, informal feedback will increase agility and employee engagement, and lead to increased levels of performance.
It is possible managers/supervisors and direct reports do not agree on individual or overall performance levels, or comments documented in the check-in form. We recommend discussing these disagreements to seek greater understanding, with intent to identify an action plan for prevention of future misaligned perspective on how work is accomplished.
Disagreements between managers/supervisors and direct reports are common and are a major opportunity for constructive, thoughtful, and supportive discussion.
If there is evidence to suggest an inaccurate depiction of performance or conduct, contact your HR Partner to discuss the issue and potential options. The Office of the Ombuds also has conflict resolution and mediation support.
Check-in forms should be completed by the last day of the month following the check-in period. We provide a target timeframe of 60 days to complete the form, giving ample flexibility. Additionally, the system will still be open to complete forms thereafter. A disclaimer though the March/April check-in must be in before all merit recommendation deadlines within units which will likely close on or before April 30.
Managers/supervisors (this includes anyone who is supervising a non-represented employee) are responsible for managing performance and facilitating performance conversations as required by UC Berkeley's performance program for non-represented staff. This information is included in the Achievement Criteria for managers/supervisors. You are entitled to discuss scheduling a check-in conversation. If you are met with resistance, you should contact your HR Partner with questions/concerns.
If it is that check-in conversations do not occur, per UC policy, employees will autmatically receive a "Well Done" performance level. In this case, the supervisor will not be eligible for a merit increase.
Reports will be generated for units for completion data.