Knowledge Bank: Annual Performance Evaluations

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A brief overview of the process to complete the action.

Performance management is an ongoing process between a supervisor and an employee to provide the employee with regular feedback regarding performance. In addition to monitoring the employee's work activities and evaluating performance, supervisors are encouraged to solicit feedback and input from the employee, as well as clients and key stakeholders. Ongoing communication allows the supervisor and employee to develop an effective working relationship.

Performance evaluations (or performance appraisals) are non-disciplinary in nature and are intended to:

  • Provide a fair assessment of the employee's performance
  • Establish goals for the coming evaluation period as well as review any goals that may have been set during the previous evaluation period
  • Improve job performance in relation to the department's institutional goals
  • Measure and enhance individual performance
  • Recognize and reward employee contributions and foster professional development and career growth
  • Increase productivity, correct issues that, if left unattended, may lead to serious problems for the individual and the department, and to meet the internal and external requirements and demands for documentation of individual performance

Written performance evaluations should serve as a summary of feedback already provided to the employee.

The Performance Evaluation rating for non-represented employees may be tied to merit increases.


Relevant UC and local policies or collective bargaining agreements.

Personnel Policies for Staff Members (PPSM)

PPSM-23: Local Implementing Procedures: Performance Management

Relevant Collective Bargaining Agreement - Performance Evaluation Article