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Q&A on the performance appraisal process

Why does UCOP require each employee to have an annual performance appraisal?

Performance appraisals serve to recognize people’s efforts and to help build a high-performance environment at the Office of the President. Studies show that employee performance can be improved by more than 25 percent with the right kind of feedback. Performance appraisals also increase job satisfaction by giving employees an opportunity to clarify responsibilities, identify needed resources and set professional goals.

When are performance appraisals due?

All employees should receive a performance appraisal by Sept. 30, 2010.

What is the objective of the appraisal?

Each employee should know how well he or she is performing at work and be given guidance and support towards future goals. If performance gaps are identified, the employee should receive direction for improvement.

Is there a standard format for the performance appraisal process?

Departments may use the appraisal form of their choice. You can find model appraisal forms, guidelines and policies on the UCOP human resources website:

What can I expect from the appraisal process?

Regardless of format, each review document and performance appraisal conversation should include the following elements:

  • A discussion of what the employee accomplished in the past year and how well those accomplishments furthered departmental and unit objectives.
  • A review of how work was performed and whether the employee has the skills, behavior, training and support needed to perform his or her job duties.
  • Identification of ways to improve performance, including a plan for acquiring needed skills and resources.
  • A numerical rating of the employee’s person’s performance, using an ascending 5-point scale (5 for high performance, 1 for low performance).
  • A development plan for the coming year that establishes employee goals and objectives and that serves as a reference guide for measuring performance throughout the year.

How can I prepare for the appraisal process?

The UC Learning Center (http: has a variety of resources to help both supervisors and employees engage in an effective performance appraisal process. These include:

  • The Employee Role in Performance Appraisals is a self-paced, online class that explains what to expect, how to prepare, and techniques for ensuring good communication with your supervisor. The course can be completed in as little as 20 minutes.
  • Preparing for Your Performance Appraisal is an online toolkit that will help you assess your readiness for the appraisal, write a self-assessment and keep a performance log.

What resources are available to supervisors and managers?

Supervisors and managers can learn how to use the appraisal process to improve employee performance, and their own communication skills about performance matters, by taking classes and online training offered through the UC Learning Center (

Leading the Annual Performance Review is a short, self-paced online course about how to conduct effective appraisals.

  • Manager Toolkit: 10 Keys to Delivering Performance Review offers tips and a checklist for ensuring an effective review discussion. It can be downloaded and reviewed at your convenience.
  • HR has also developed a four-part series of classes for developing performance management skills: Setting Performance Expectations; Coaching for Improved Performance; Conducting Performance Appraisals; and Developing Employees through Delegation. Register at the UC Learning Center for one class or the whole series.

My question wasn’t answered here. Who can I ask?

Talk to your immediate supervisor or contact Human Resources director Rene Jackson at or (510) 987-0879. The Human Resources department wants to serve and support you through this important process.

Learn more about completing your performance evaluation.

Comment ( 1 )

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  1. Jean August 17, 2010 Reply

    Why don’t the employees have a process to review their supervisor? The system only works if it goes both ways.

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