ePerformance - Performance Evaluations

Summary

The performance of each regular status (non-probationary career) employee will be evaluated in writing at least annually by the employee’s immediate supervisor. At UCSC, the annual performance evaluation period is based upon a fiscal year, i.e., July 1 through June 30. Effective for represented and policy covered staff employees beginning with the 2019-2020 evaluation period, ePerformance in UCPath replaced all previous performance evaluation forms and systems and serves as the official record for all staff evaluations. 

  1. General

    The written performance evaluation is an opportunity for the supervisor and employee to identify criteria upon which an employee’s performance and opportunities for professional development will be assessed. ePerformance is not intended to replace the ongoing dialogue between supervisors and employees throughout the evaluation period. The written evaluation serves as documentation to support eligibility and recommendation for applicable merit/wage implementations, or other performance based awards. 
  2. Related Policies, Contract Articles and References

    1. Personnel Policies for Staff Members (PPSM) – employees not covered by a collective bargaining agreement
    2. Union Agreements- employees covered by a collective bargaining agreement
  3.  Authority

    1. The employee’s supervisor is delegated the authority to evaluate the performance of an employee. 
  4. Process Overview

    Creating and finalizing the Performance Evaluation Criteria

    1. ePerformance Administrator creates an evaluation form. Divisions shall determine whether evaluations shall be created using the Manager Approval or Admin Approval form.
    2. At the beginning and through the entirety of the performance evaluation period, the Supervisor will:

    Prior to the end of the evaluation period:

    1. Supervisor directs employees to complete an employee self-evaluation.
    2. Employee, utilizing the new online employee self-evaluation form, will write a short self-assessment that:
      • Describes major job/criteria-related accomplishments.
      • Provides a status of previously discussed and defined goals and objectives for the evaluation period, including any job-related training needs and future career plans.
    3. Supervisor, following the ePerformance tool instructions and using the evaluating performance instructions, writes an evaluation of the employee’s performance. 

    IMPORTANT: SUPERVISORS MUST CONSULT WITH EMPLOYEE RELATIONS (ER) ANALYST FOR EVALUATIONS WITH AN OVERALL RATING BELOW “MET EXPECTATIONS.” MANAGERS AND SUPERVISORS MUST NOT FINALIZE OR DELIVER EVALUATIONS WITH RATINGS BELOW “MET EXPECTATIONS” WITHOUT CONSULTATION.

    Delivering the Final Evaluation

    1. Supervisor meets with the Employee to discuss the written performance evaluation and to assure that the Employee has the opportunity to ask questions, comment on the evaluation, and discuss any performance concerns outlined in the evaluation. 
    2. For employees who do not have regular access to computers, Supervisor may print the evaluation for employee signature/acknowledgement and upload into ePerformance system.
    3. Employees click the acknowledge button on the completed evaluation to acknowledge discussion of the evaluation with their supervisor but not necessarily agree with it. 
    4. Supervisor Submits the completed evaluation to the Approver.
    5. Approver reviews and approves completed evaluation and place in the employee’s personnel file, including any written comments the employee has provided.
  5. Records Retention

    1. UC Path ePerformance is the official “system of record.” 
    2. Managers and employees can access employee evaluations at any time. 
    3. To access historical performance evaluations, log into UCPath and click on the Performance Workcenter. There, employees should click on My Historical Performance Docs, and supervisors should click on Teams Historical Performance Docs.

Tools and Resources: