Employee FAQ

1. Criteria are defined by the supervisor to be approved by the supervisor.
2. The supervisor completes the evaluation and submits it for approval.
3. The approver approves the performance evaluation.
4. The supervisor shares the evaluation with the employee.
5. The employee acknowledges the evaluation.

Detailed step-by-step instructions for the probationary performance evaluation process can be found here.

1. Criteria are defined by the supervisor and/or the employee, to be approved by the supervisor. All functions and goals that an employee will be evaluated on for the current performance cycle must be defined during this step. Criteria cannot be added or edited once the Define Criteria step has been completed.
2. The supervisor approves the criteria. To allow for updates to the criteria throughout the performance cycle, the supervisor should wait to approve the Define Criteria step until the end of the performance cycle.
3. (optional) The supervisor and/or the employee can nominate additional staff participants to the evaluation process. One reason for nominating someone could be in the case of dual supervision.
4. (recommended) The employee completes a self-evaluation.
5. The supervisor completes the manager evaluation and shares it with their employee.
6. The employee acknowledges the evaluation.
7. The supervisor submits the evaluation for approval.
8. The approver approves the performance evaluation. 

Detailed step-by-step instructions for the annual performance evaluation process can be found here.

1. Go to https://ucpath.universityofcalifornia.edu
2. Log in with their CruzID and gold password
3. In the left navigation panel, click on ‘Performance Workcenter’
4. Under the ‘Employee Self Service’ section, click on ‘My Current Performance Docs’
5. Click on the relevant performance evaluation. 

1. Go to https://ucpath.universityofcalifornia.edu
2. Log in with their CruzID and gold password
3. In the left navigation panel, click on ‘Performance Workcenter’
4. Under the ‘Employee Self Service’ section, click on ‘My Historical Performance Docs’
5. Click on the relevant performance evaluation.

appraisals.ucsc.edu automatically sent an email with a PDF copy of the completed evaluation. Please search your email for a message coming from appraisals@ucsc.edu to find that document. If you cannot find that email, either due to a change in supervision, or the email has been deleted, you can submit an Employee Request for Access to Personnel File for a copy of an evaluation record.

UCPath will log you out after ~20 minutes of inactivity. If you have multiple tabs open to UCPath, each tab is running its own timer. If any browser tab open to UCPath is left untouched for ~20 minutes, it will log you out of all tabs (even if you are actively working in another UCPath tab). We recommend closing any UCPath browser tabs you aren’t actively using to avoid an unwanted logout.

Please note, the Performance Workcenter automatically opens you into a new tab on your browser, creating the perfect scenario for you to be logged out while you are working.

Before an employee can access their self evaluation, the supervisor must first approve the Define Criteria step. If, as an employee, you see a yellow half circle next to the Define Criteria step in your performance evaluation, you should reach out to your supervisor and ask them to approve the defined criteria. Please note, there is no notification sent to the employee when the Define Criteria step has been approved, so your supervisor will have to let you know when you can access your self evaluation.

Another possible issue, if your supervisor has completed their manager evaluation of you and shared that evaluation with you, you will be locked out from completing your self evaluation. If this happens, your supervisor is able to reopen the evaluation so that you can complete your self evaluation.

No. Nothing will automatically populate, so you will need to add them in manually.

Employees can see criteria that the supervisor has saved in the Define Criteria step, but they can't see the supervisor's evaluation of them until the evaluation is shared with them.

There is no specific character or word limit.

Yes. During the Define Criteria step, employees are able to add items to the evaluation, and edit existing items. All functions and goals that an employee will be evaluated on for the current performance cycle must be defined during this step. Criteria cannot be added or edited once the Define Criteria step has been completed. 

Employees can see criteria that the supervisor has saved in the Define Criteria step, but they can't see the supervisor's evaluation of them until the evaluation is shared with them.

No. Once the Define Criteria step has been completed (note the green

checkmark next to the step in the Performance Process bar), criteria may no

longer be updated or edited. Under limited circumstances the supervisor is

able to reopen the Define Criteria step. See “I accidentally completed a

step but need to go back. How can I go back a step?” on the Supervisor FAQ

for more information.

During the Define Criteria step, you would be entering the job description content on the Functions tab, and goals for your employee for the current performance cycle on the Goals tab. You will not be entering your evaluation of the employee at this time. Once you approve the Define Criteria step, you will be able to rate and evaluate your employee on those criteria in the Complete Manager Evaluation step.

Both the supervisor and the employee have the ability to add and save criteria during the Define Criteria step. Toward the end of the performance cycle, once they have reviewed all content in the Define Criteria step, the supervisor would click the ‘Approve’ button.

No. Nothing will automatically populate, so you will need to add them in manually.

Goals for the upcoming performance cycle would be entered in the evaluation created for that performance cycle. For example, the goals for the 21-22 performance cycle would be entered in the 21-22 performance performance evaluation, once that evaluation is created.

Yes. In the Performance Workcenter, under Employee Self Service there is a link called ‘Employees Performance Notes’.

Only the employee that created the Performance Note can see that Performance Note.

Yes. When you search for a performance note, on that search page when results are displayed, you can select one or more notes by checking a checkbox. When you do, a yellow ‘Delete’ button becomes available. We recommend deleting performance notes once the performance period in question has passed, and the relevant performance evaluation is completed.

No. At this time, there is no purge process in place for performance notes. If you do not want performance notes to persist, you would want to go in and delete them after you’ve completed the relevant performance evaluation.

No. However, completion is highly encouraged as it is an opportunity for you to provide your supervisor with any information you think is pertinent to your performance over the last year. This is also a chance to reflect on whether certain goals and objectives were met over the performance period as well as how supervisors can help the employees be more successful in their jobs for the coming year.

You cannot start your self evaluation until the Define Criteria step has been approved by your supervisor.

Please note, once you start working on your self evaluation, you will lose the ability to go back and edit the criteria. Make sure that all criteria on all tabs (Functions and Goals) are correct and complete before starting your self evaluation.

Please note, there is no notification sent to you when the Define Criteria have been approved, so your supervisor will need to reach out to you to let you know they are ready for them to complete your self evaluation.

Please note, your employee Self Evaluation should be completed before the Complete Manager Evaluation step. If the Complete Manager Evaluation step happens first, it will lock you out of your self evaluation. If your supervisor completes their manager evaluation before you have the opportunity to complete your self evaluation, your supervisor is able to reopen the self evaluation by taking the following steps:

1. Click the ‘Reopen’ link directly above the Functions and Goals tabs of the Complete Manager Evaluation step.
2. In the Performance Process bar, click on ‘Review Self Evaluation’ and then click on ‘View Self Evaluation’.
3. Click the ‘Reopen’ link directly above the Functions and Goals tabs of the employee’s self evaluation.

If your supervisor completes their manager evaluation of you before you have submitted your self evaluation, your self evaluation will be automatically canceled. To fix this, your supervisor will first need to reopen the ‘Complete Manager Evaluation step’ before reopening your self evaluation. 

To reopen the manager evaluation: They will need to go into the ‘Complete Manager Evaluation’ step and click the ‘Reopen’ link directly above the Functions and Goals tabs. Please note, they will not have this reopen option if they have already submitted the evaluation for approval. If they have submitted the evaluation for approval and need to make changes to the evaluation, they will need to reach out to their Employee Relations Analyst to have them reopen the evaluation for them.

To reopen an employee’s self evaluation: They will need to click on the ‘Review Self Evaluation’ link in the Performance Process bar, and then click ‘View Self Evaluation’. This will open a new tab on their browser. In that new tab, a ‘Reopen’ link will display directly above the Functions and Goals tabs.  

If your supervisor has not yet submitted their manager evaluation for approval, they are able to reopen your self evaluation for you. 

To reopen an employee’s self evaluation: They will need to click on the ‘Review Self Evaluation’ link in the Performance Process bar, and then click ‘View Self Evaluation’. This will open a new tab on their browser. In that new tab, a ‘Reopen’ link will display directly above the Functions and Goals tabs.  

If your supervisor has already shared their manager evaluation with you, they will first need to reopen the manager evaluation before they will be able to reopen your self evaluation. 

To reopen the manager evaluation: They will need to go into the ‘Complete Manager Evaluation’ step and click the ‘Reopen’ link directly above the Functions and Goals tabs. Please note, they will not have this reopen option if they have already submitted the evaluation for approval. If they have submitted the evaluation for approval and need to make changes to the evaluation, they will need to reach out to their Employee Relations Analyst to have them reopen the evaluation for them.

In the Performance Process panel, select ‘Nominate Participants’ and then click the ‘Add Nominees’ link. Next, in the main panel of the page click the ‘Add Peer’ link. Search for the UCSC staff employee you would like to nominate, check the checkbox next to their name and click ‘Ok’. Click the yellow ‘Save’ button in the upper right corner of the page to save your work.

Please note: nominating a participant does not automatically invite the participant to give feedback on the employee’s performance. Once a nomination has been saved, the supervisor needs to review, and then either accept or reject the nomination. If the supervisor accepts the nomination, they should click the ‘Submit Nominations’ button in the upper right corner to send the invitation to the nominated participant. If the supervisor wishes to reject the nomination, they should click the trashcan icon to the right of their name to remove them from the list of nominations.

If your supervisor has not yet submitted their manager evaluation for approval, they are able to reopen your self evaluation for you. 

To reopen an employee’s self evaluation: They will need to click on the ‘Review Self Evaluation’ link in the Performance Process bar, and then click ‘View Self Evaluation’. This will open a new tab on their browser. In that new tab, a ‘Reopen’ link will display directly above the Functions and Goals tabs.  

If your supervisor has already shared their manager evaluation with you, they will first need to reopen the manager evaluation before they will be able to reopen your self evaluation. 

To reopen the manager evaluation: They will need to go into the ‘Complete Manager Evaluation’ step and click the ‘Reopen’ link directly above the Functions and Goals tabs. Please note, they will not have this reopen option if they have already submitted the evaluation for approval. If they have submitted the evaluation for approval and need to make changes to the evaluation, they will need to reach out to their Employee Relations Analyst to have them reopen the evaluation for them.

Goals for the upcoming performance cycle would be entered in the evaluation created for that performance cycle. For example, the goals for the 21-22 performance cycle would be entered in the 21-22 performance performance evaluation, once that evaluation is created.

During the Define Criteria step, you would be entering the job description content on the Functions tab, and goals for your employee for the current performance cycle on the Goals tab. You will not be entering your evaluation of the employee at this time. Once you approve the Define Criteria step, you will be able to rate and evaluate your employee on those criteria in the Complete Manager Evaluation step.

Both the supervisor and the employee have the ability to add and save criteria during the Define Criteria step. Toward the end of the performance cycle, once they have reviewed all content in the Define Criteria step, the supervisor would click the ‘Approve’ button.

No. Nothing will automatically populate, so you will need to add them in manually.

Go to https://ucpath.universityofcalifornia.edu

Log in with their CruzID and gold password

In the left navigation panel, click on ‘Performance Workcenter’

Under the ‘Employee Self Service’ section, click on ‘My Current Performance Docs’

Click on the relevant performance evaluation. 

Go to https://ucpath.universityofcalifornia.edu

Log in with their CruzID and gold password

In the left navigation panel, click on ‘Performance Workcenter’

Under the ‘Employee Self Service’ section, click on ‘My Historical Performance Docs’

Click on the relevant performance evaluation.

appraisals.ucsc.edu automatically sent an email with a PDF copy of the completed evaluation. Please search your email for a message coming from appraisals@ucsc.edu to find that document. If you cannot find that email, either due to a change in supervision, or the email has been deleted, you can submit an Employee Request for Access to Personnel File for a copy of an evaluation record.

During the Define Criteria step, employees are able to add items to the evaluation, and edit existing items. All functions and goals that an employee will be evaluated on for the current performance cycle must be defined during this step. Criteria cannot be added or edited once the Define Criteria step has been completed. 

When an employee adds a new item to an evaluation, their name will display at the bottom of that item following the words “Created By”.

When an employee edits an existing item in an evaluation, their name will display at the bottom of that item following the words “Last Modified By”.

Employees are able to delete items that they themselves added to the evaluation, but cannot delete items added by their supervisor.

It is up to the supervisor whether or not they would like their employee to add or edit items to the performance evaluation. When starting a performance evaluation, the supervisor should clearly communicate with their employee their expectations around employee involvement during the Define Criteria step.

Goals for the upcoming performance cycle would be entered in the evaluation created for that performance cycle. For example, the goals for the 21-22 performance cycle would be entered in the 21-22 performance performance evaluation, once that evaluation is created.

In the Performance Process panel, select ‘Nominate Participants’ and then click the ‘Add Nominees’ link. Next, in the main panel of the page click the ‘Add Peer’ link. Search for the UCSC staff employee you would like to nominate, check the checkbox next to their name and click ‘Ok’. Click the yellow ‘Save’ button in the upper right corner of the page to save your work.

Please note: nominating a participant does not automatically invite the participant to give feedback on the employee’s performance. Once a nomination has been saved, the supervisor needs to review, and then either accept or reject the nomination. If the supervisor accepts the nomination, they should click the ‘Submit Nominations’ button in the upper right corner to send the invitation to the nominated participant. If the supervisor wishes to reject the nomination, they should click the trashcan icon to the right of their name to remove them from the list of nominations.

In the Performance Workcenter, under Employee Self Service there is a link called ‘Employees Performance Notes’.

When you search for a performance note, on that search page when results are displayed, you can select one or more notes by checking a checkbox. When you do, a yellow ‘Delete’ button becomes available. We recommend deleting performance notes once the performance period in question has passed, and the relevant performance evaluation is completed.

If your supervisor has not yet submitted their manager evaluation for approval, they are able to reopen your self evaluation for you. 

To reopen an employee’s self evaluation: They will need to click on the ‘Review Self Evaluation’ link in the Performance Process bar, and then click ‘View Self Evaluation’. This will open a new tab on their browser. In that new tab, a ‘Reopen’ link will display directly above the Functions and Goals tabs.  

If your supervisor has already shared their manager evaluation with you, they will first need to reopen the manager evaluation before they will be able to reopen your self evaluation. 

To reopen the manager evaluation: They will need to go into the ‘Complete Manager Evaluation’ step and click the ‘Reopen’ link directly above the Functions and Goals tabs. Please note, they will not have this reopen option if they have already submitted the evaluation for approval. If they have submitted the evaluation for approval and need to make changes to the evaluation, they will need to reach out to their Employee Relations Analyst to have them reopen the evaluation for them.

On the Overall Summary tab, employees have the ability to leave any final comments about their evaluation. As long as the employee has not yet acknowledged the appraisal, they should be able to access this tab which is located in Section 5 - Employee Comments.

To learn more about ePerformance, Staff HR offers three resources:

Sign up for a class:

Employee Relations offers instructor led courses on ePerformance. You can register for the first course, ‘ePerformance Part 1: Defining Criteria and Goal Setting’ through the UC Learning Center. Additional courses on how to complete a performance evaluation will be offered toward the end of the annual performance cycle.

VIew Training Presentations:

The full ePerformance Tool Trainings and step by step instructions can also be found here. 

View Step-by-Step Instructions and Workflow:

• Probationary performance evaluation process can be found here.
• Annual performance evaluation process can be found here.

Contact your Employee Relations Analyst with any further questions you have about ePerformance.