Performance Management Forms

Due Date

Forms (online or paper) must be completed by April 30, 2020. Campus units may communicate an earlier deadline.

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.


Merit Cycle for Non-Represented Staff

The merit cycle for non-represented staff (PPSM) that currently parallels our fiscal year will change to run from April to March, with the benefit of merits being delivered earlier in August and no need for retro pay. However, to get to this cycle in Fiscal Year 2021, we have to incur a shorter mid-step year from July 2019 through March 2020. That nine month cycle, and associated earlier merit pay in August 2020, will get us in perfect step for the first full twelve month merit cycle starting April 2020.

Performance Rating Scale for Non-Represented Staff

The following performance rating scale is the standard rating scale for the current cycle.

Please note:  By assigning a rating of “Level 2 (I): Needs Improvement” or “Level 1 (U): Unsatisfactory” to an employee, a supervisor must complete a Performance Improvement Plan. If you have questions about performance improvement plans, please contact your Employee Relations Consultant.

Performance Management Phase III: Review

The performance review summarizes the employee's contributions over the entire appraisal period (usually one year). It may occur as often as is necessary to acknowledge the employee for accomplishments and to plan together for improved performance.

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: