Pay for Performance - Merit Program for Career Development

1) Collaborative Goal Setting. 2) Attainment & Shared Evaluation. 3) Celebrate & Repeat!

Important Appraisal Call Announcement

Pay for Performance Background

In February of 2016 Janet Napolitano announced UC Regent approval to support campuses with a Pay for Performance program for policy covered staff for 2016. This program continues for the 2017-18 fiscal year. This merit-based approach is a result of recommendations and analysis from Systemwide Human Resources and Compensation, as well as, feedback received from staff in the 2015 Engagement Survey communicating staff’s desire to differentiate pay based on performance and receive more recognition for personal contributions. With proper distribution of performance ratings, managers can differentiate merit awards and appropriately recognize the strongest contributors.

This program targets all policy covered staff (non-represented) in career or partial year career appointments.Through an annual performance review, the goal is to reward higher performance with higher pay. Annual reviews provide an opportunity for meaningful conversations between supervisors and employees about our work at UC Santa Cruz. It’s a time to celebrate accomplishments, evaluate performance and think about how we can grow professionally. With our new pay for performance program for policy covered staff, performance appraisals are more important than ever, as they are a basis for differentiating pay for performance.

“The best way to engage staff members and provide effective feedback is to hold regular face-to-face meetings about goals, performance and development. Candid feedback about successes, shortcomings and goal progress that occur throughout the year make the annual review much less of a "chore" and more of  a natural opportunity to summarize all the earlier feedback sessions”

-Steven Stein, Associate Vice-Chancellor & CHRO, Staff Human Resources

What is Pay for Performance (P4P)?

P4P is a UC program to recognize and reward performance that includes:

  • A merit-based compensation program: With proper distribution of performance ratings, managers can differentiate merit awards and appropriately recognize the strongest contributors.
  • Revised ratings: Upon revision, the workgroup determined these new ratings allow for better differentiation and is more specific; are more nuanced, with less room for ambiguity; and are more motivational.
  • Online performance appraisal form: An adaptation of the form to an online version was developed to allow supervisors and managers to more efficiently complete performance appraisals for their employees in a timely manner.
  • Training on Goal Setting and Feedback: The training programs aim to help supervisors complete performance appraisals, engaging staff with effective goals and regular feedback.