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Information on PRIDE values and performance evaluations.
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This article explains Skelly Rights associated with performance management. In 1975, the California Supreme Court ruled in Skelly v. State Personnel Board that public employees have a right to procedural safeguards before intended disciplinary action or termination is taken.
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Detailing the performance management process for union-represented and Professional and Support Staff (PSS) employees, and the framework for employment governance, standards for performance management, and summary of performance management.
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TEP plays a vital role in UCSF's Anchor Institution Mission through collaboration with our external partners. Discover our community engagement and learn more about how you can get involved.
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Working through TEP is a great way to start your career at UCSF as more than half of our employees transition into career roles with the University. Please refer to the FAQs below for general information regarding your appointment.
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Managers: Follow this guide for direct reports who hold a Staff/Supervisor level position. Evaluations for employees who hold a MGR level 1 (or higher) position will complete their evaluation via UCPath. Further instructions are found in HR Umbrella.
Manager
Hiring through TEP is an efficient and effective way to augment your existing staff and help meet your business needs. Here you'll find information on our program, along with guides and FAQs on how to manage your TEP employee.
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A layoff is the involuntary separation of a career, non-probationary staff employee from employment or a reduction in the appointment percentage due to a lack of funds or lack of work (including lack of work due to reorganization).
Manager
These resources support hiring managers who are planning a recruitment, as well as when they engage with their Talent Acquisition (TA) partner during the recruitment and offer process. This only pertains to openly recruited staff positions.
Manager
The investigatory meeting also serves as an opportunity to reiterate and clarify performance expectations. The best practice is for the investigatory meeting to occur as soon as possible after an issue is identified.
