The University of California, Berkeley is committed to a performance management system that fosters and rewards excellent performance.
Effective performance management aligns the efforts of supervisors and employees with departmental and campus goals, promotes consistency in performance review, motivates all employees to perform at their best, and is conducted with fairness and transparency.
The employee, the supervisor, and the University are critical members of a partnership that ensures performance planning, review, coaching, and development.
Annual Performance Review FY2020
The performance review summarizes the employee's contributions over FY2020.
Department/Unit Follow Up Required
Based on your feedback and given the variety of approaches by unit, please note that we expect each unit to define and communicate their own process for staff/managers including any self-review requirements, calibration steps and due date(s).
Preparing for the Review
Much of the hard work of reviewing performance should be carried out before the formal meeting. Prior to the meeting managers can encourage employee involvement by asking the employee to:
Prepare a self-evaluation and/or
List accomplishments and identify areas for improvement and/or
Provide names of key clients who can give feedback on the employee's performance
Propose work-related and professional goals
Managers should review the employee's:
Objectives for the review period - level of accomplishment and progress
Any changes that have occurred in objectives during the year
Professional development over the review period
Input provided by key clients and colleagues
Previous performance reviews
Conducting the Review Discussion
The review discussion is simply a continuation of the momentum established throughout the year. The key is to set a tone that is open and productive, and to ensure that by the end of the discussion both manager and employee have reached an understanding of any issues that require further discussion, timelines for completion, goals, and review points.