Employee FAQ

Please see below the FAQ questions specific to Employees.
Selecting the questions will expand and collapse the associated answers.

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.

  1. Criteria are defined by the supervisor and/or the employee, to be approved by the supervisor.
  2. (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.
  3. (recommended) The employee completes a self-evaluation.
  4. The supervisor completes the manager evaluation and shares it with their employee.
  5. The employee acknowledges the evaluation.
  6. The supervisor submits evaluation for approval.
  7. The approver approves the performance evaluation.
  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.
  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

While academic employees can be nominated as participants in ePerformance, at this time they are unable to access the ePerformance module of UCPath. If you want to nominate an academic employee for feedback, please solicit that feedback via email. Once the academic employee has provided feedback, you can attach the feedback to the evaluation as an attachment during the ‘Complete Manager Evaluation’ step.

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.

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.

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.

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.

Goals for the upcoming performance cycle would be entered in the evaluation created for that performance cycle. For example, the goals for the 20-21 performance cycle would be entered in the 20-21 performance performance evaluation, once that evaluation is created.

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.

Yes. During the Define Criteria step, employees are able to add items to the evaluation, and edit existing items.

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.

There is no specific character or word limit.

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.

No, once the evaluation has been completed, subsequent participant feedback which had not previously been addressed in the evaluation would not be appropriate nor relevant to include in the evaluation. If there are concerns, please contact your Employee Relations Analyst for consultation.

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 20-21 annual performance cycle.

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

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