Performance Management Overview for Non-Represented Staff

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 FY2019

The performance review summarizes the employee's contributions over FY2019.

Due Date

Forms (online or paper) must be completed by August 31, 2019. Campus units may communicate an earlier deadline.

Department/Unit Follow Up Required

Based on your feedback and given the variation 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 on any issues that require further discussion, timelines for completion, goals, and review points.

Resources