Setting performance standards, observing and providing feedback, and conducting appraisals enables you to achieve the best results through managing employee performance.

The process begins when you and the employee discuss future goals and objectives for the coming year. To do their best, staff members need to know that their contributions will be recognized and acknowledged. Managing performance and providing feedback is not merely a step in the disciplinary process, and shouldn't be viewed as an isolated event. Rather, it is an ongoing process that takes place throughout the year and may occur as often as you believe is necessary to acknowledge the employee for accomplishments, evaluate the employee's job satisfaction and to plan together for improved performance.  

As the immediate supervisor, you play an important role; your closest interaction with the employee occurs at this level.

The goal of the performance appraisal process is to help the employee feel:
  • Positive about the job
  • Motivated to do well and to develop
  • Benefited by specific, constructive feedback
  • Appreciated for specific contributions
  • Informed about current and future performance objectives
  • Involved as a participant in the process

Key Information for Supervisors

  • ePerformance User Roles
    Drawing from the "reports to" data in UCPath, user roles of supervisor and employee already exist for use in ePerformance . There is no need for an extra step of setting up employee roles, like in the legacy EPAR system on the Davis campus. It is imperative that the information in UCPath, including the “reports to” information, is updated routinely so that the employees reporting to a supervisor are accurately contained in UCPath since that will drive how ePerformance operates.  
  • Email Notification
    ePerformance generates automated emails to employees and supervisors when they need to take action related to the annual employee performance appraisals. The emails are issued to coincide with the dates on which the call for appraisals are announced, as detailed below.
  • Review and Confirmation
    Once the supervisor has finished writing the appraisal, it is released to the employee for them to review, add comments (optional) and acknowledge in ePerformance. By acknowledging the appraisal, the employee is not necessarily agreeing with the contents of the appraisal, but is confirming that they received it and had an opportunity to review it and add comments. Once the employee acknowledges the appraisal in ePerformance the appraisal is complete and the process is done.
     
  • Historic Merit Program Information (PDF)
  • 2018-19 P4P Merit Program Guidelines

Annual Employee Performance Appraisals Schedule

Unit

Appraisal Period

Call for Appraisals

Deadline in System

NX - Nursing

May 1 - April 30

1st Monday in February

1st Friday in May

99 Non Represented

May 1 - April 30

1st Monday in March

2nd Friday in June

K-3 Skilled Craft

May 1 - April 30

1st Monday in March

2nd Friday in June

CX - Clerical

July 1 - June 30

1st Monday in April

1st Friday in August

F3 - Firefighters

July 1 - June 30

1st Monday in April

1st Friday in August

DX - Doctors and Dentists (Student Health)

July 1 - June 30

1st Monday in April

1st Friday in August

HX - Healthcare Professionals

July 1 - June 30

1st Monday in May

Last Friday in August

RX - Research Professionals

July 1 - June 30

1st Monday in May

Last Friday in August

TX - Technical

July 1 - June 30

1st Monday in May

Last Friday in August

EX - Patient Care Technical

January 1 - December 31

1st Monday in December

Last Friday in February

SX - Service

January 1 - December 31

1st Monday in December

Last Friday in February

PA - Police

Anniversary-Based Cycle

 

The online Employee Appraisal System:

  • Davis Campus and UC Davis Health- Starting in December 2019 will use ePerformance as part of UCPath.

Who is appraised using ePerformance?
 

1. Non-represented Staff: All non-represented staff except SMG (Senior Management Group) are appraised using the online competency-based tool.

2. Represented Staff: Staff in the following collective bargaining units are appraised using the online competency-based tool:

  • CX-TEAMSTERS 2010 Clerical
  • DX-UAPD Student Health Physicians and Dentists
  • EX-AFSCME Patient Care Technical*
  • HX-UPTE-CWA Residual Health Care Professionals
  • NX-CNA Registered Nurses*
  • RX-UPTE-CWA Research Support Professionals
  • SX-AFSCME Service
  • TX-UPTE CWA Technical Unit
  • F3-IAFF Firefighters
    *Most NX and EX employees at UC Davis Health are appraised in ePerformance using a clinical version of the appraisal document. 

Who is appraised using paper appraisals?
 

1. Represented Staff in the following collective bargaining unit: 

  • PA-FUPOA Police - Uses the traditional paper EPAR

Performance Management Resources