Annual Employee Performance Appraisals

Overview of the annual employee performance appraisal 

A majority of Performance Appraisals are completed in the UCPath ePerformance module. The annual employee performance appraisal is an important part of both performance management and employee career development. The supervisor and employee both play an important role in creating a productive performance appraisal process.

Appraisal Resources, Workflow and Due Dates

• Appraisal Workflow

• The following diagram illustrates the process through which annual employee performance appraisals are conducted.

  

  Image Description: The image above is a workflow diagram of the annual performance appraisal process.  The process begins when a supervisor notifies an employee by email to start a self‑evaluation and propose goals. The employee then completes the self‑evaluation and goals within 30 days.

  Next, the supervisor reviews the employee’s self‑evaluation and proposed goals and writes a draft appraisal.

  In parallel, managers and supervisors meet to review proposed ratings, define criteria for top performers, ensure rating alignment, and finalize ratings. Based on this discussion, the supervisor makes any necessary changes and shares the updated appraisal with the employee.

  The supervisor and employee meet to discuss and finalize the appraisal. The process ends when the supervisor finalizes the appraisal and submits it in ePerformance. This sends the final appraisal to the employee to acknowledge completing the annual performance appraisal cycle.

• Who uses UCPath ePerformance?

• Non-represented Staff: All non-represented staff except SMG (Senior Management Group) are appraised using ePerformance.
   

  • Managers and Senior Professional employees (MSP) - annual performance appraisals are created in ePerformance if they started work on/before the first Monday in January following the winter holidays.
  • Professional Support Staff employees (PSS) - annual performance appraisals are created if their probationary period ends on or before April 30 (or the following Monday if April 30th falls on a weekend).
    • For PSS employees with a probationary period that ends in March or April, a probationary document will be created in addition to the annual performance appraisal (both need to be completed).
  • Contract Staff w/ 50% or greater appointment - annual performance appraisals are created if they have worked for at least twelve months as of early March 1.
    • Note: Contract staff physicians at UCD Health largely do not have appraisals done using this process, as well as contract coaches who work in UCD Athletics.
  • Limited Appointment Staff w/ 50% or greater appointment and Per Diem - annual performance appraisals are created if they have worked for at least twelve months as of March 1.

   

  Represented Staff: Staff in the following collective bargaining units are appraised using ePerformance:
   

  • ​​​​​CX-CUE Teamsters 2010 Clerical
  • EX-AFSCME Patient Care Technical
  • F3-IAFF Firefighters
  • HX-UPTE-CWA Residual Health Care Professionals
  • K-3 Skilled Craft
  • NX-CNA Registered Nurses
  • RP - UAW  Research and Public Service Professionals Unit
  • RX-UPTE-CWA Research Support Professionals
  • SV - UAW Student Services and Advising Professionals Unit
  • SX-AFSCME Service
  • TX-UPTE CWA Technical Unit
• Who uses paper appraisals?

• Represented Staff in the following collective bargaining unit:

  • PA-FUPOA Police - Uses a paper Employee Appraisal (.pdf)

Annual Performance Review Due Dates