A message from Rachael Nava and Nancy Pluzdrak about the annual performance evaluation process
The message below was sent to UCOP employees on Thursday, March 1.
Dear UCOP Colleagues,
In the next few weeks we will begin the FY17-18 UCOP Annual Performance Evaluation process, which covers performance between April 1, 2017 and March 31, 2018. The Annual Performance Evaluation process includes all policy covered employees and SMG 2s.
The annual performance evaluation process provides the opportunity to reflect and receive feedback on accomplishments and areas needing improvement, and set goals for the coming year. This process is an essential part of the work experience and gives all of us a role in our own job satisfaction and career development.
Ideally, employees and their managers/supervisors discuss performance and career development throughout the year, and the evaluation process simply captures employees’ progress. The ultimate goal is that, at the end of the process, each employee will know where she or he stands and will receive guidance toward future success.
Our goal is to have this process support your success and development. Please help us achieve that goal by participating fully in the process and letting us know how it is working for you. Below are the key steps and dates for this year’s cycle. UCOP Human Resources will create guides and e-courses for each step of the process. Guides and e-courses will be posted on the Performance Management page by March 12.
Timeline for the 2017-18 UCOP Annual Performance Evaluation Process
March 19: Halogen e-appraisal tool opens for the 2017-2018 Annual Performance Evaluation Process.
March 19 – April 13: Employees complete self-evaluations in Halogen.
March 19 – May 4: Managers/Supervisors write employee performance reviews in Halogen.
May 7 – 11: 1st level review. Managers/Supervisors review individual/team ratings with next-level manager(s).
May 14 – 18: 2nd level review. Division leaders review division-wide ratings; UCOP HR, Operations review division ratings.
May 21 – 25: 3rd level review. Chief Operating Officer and President’s office reviews division ratings and UCOP distribution.
May 28 – 29: Halogen closes for merit process data collection.
May 30 – June 22: Halogen reopens. Managers/Supervisors deliver evaluations to employees. Managers and employees sign-off on performance evaluations; all ratings complete in Halogen.
If you have questions, please contact your HR Business Partner, and watch for more information about the performance evaluation process in future issues of Link.
Executive Vice President/Chief Operating Officer
Executive Director, UCOP Human Resources