Employee Performance Management
Employee Performance Management Process
Name:
Title:
Supervisor:
M #.:
Division:
Department:
Performance Planning Date:
Final Review Date:
EMPLOYEE’S M# IS REQUIRED
Performance Planning Goals Discussion
Performance Goals (WHAT): Employee and supervisor identify and establish mutually agreed upon performance goals and strategies for the employee.
Goals and strategies must be specific, clearly defined and achievable. They should align with the goals of the department and the university. No formal
interim review is required, but the employee and supervisor are encouraged to meet regularly, review the performance plan and make adjustments as
needed.
Performance Goals/Objectives
* Final Rating is to be entered at the Final Review
Final Review Comments/Recommendations
*Final
Rating
Goal 1:
Goal 2:
Goal 3:
.
Goal 4:
Performance Planning Competency Discussion
(Click the link above to access the Performance Management Competency Library on the HR Forms page)
Job Related Competencies (HOW): Refer to the UC Performance Management Competency Library (link), and choose specific job-related
competencies from the list that are important for the employee’s success. It is recommended that employees and supervisors choose competencies that are
linked to goals and/or development opportunities. All competencies are important, but some are more relevant than others for particular jobs.
Job-Related Competencies & Relevant Indicators
Final Review Comments/Recommendations
Competency 1:
Competency 2:
Competency 3:
Competency 4:
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Rev 8/2013
Employee Performance Management
Employee Performance Management Process
Name:
Title:
Supervisor:
M #.:
Division:
Department:
Performance Planning Date:
Final Review Date:
EMPLOYEE’S M# IS REQUIRED
Performance Planning Employee Development Discussion
Employee Development Opportunities: Identify and schedule appropriate development opportunities that align with employee’s goals. Examples
include:
1. External Resources
4. On-the-Job Assignments
5. Modeling

Reading books, magazines or

New projects

Observing individuals with the skills
journals
you want to develop

Vacation replacements

Newspaper articles

Discussing your observations

Transfers
2. Course Work
6. Community group membership and

Presentations/Special assignments during
leadership

Evening adult education
meetings
7. Membership and participation in

Extension or correspondence courses

After-work practice sessions
professional or trade association

Summer courses

Switching jobs for a day

Seminars, Workshops

Membership or leadership of a task force
3. On-the-Job Activities
committee

Structured or informal feedback

Trading an objective with a peer
from managers, peers or direct

"Lead person" responsibilities
reports

Representing your supervisor or group at a
function
Professional and Personal Development (Complete at Beginning of
Performance Year)
Actual Progress (Review Throughout Performance Year)
ACKNOWLEDGEMENT
Employee Signature (Copy given to employee) *
Date
*Your signature acknowledges that the performance planning discussion took place and you received a copy of this document
Supervisor Signature (Copy given to supervisor)
Date
Periodic Performance Feedback Discussions
Periodic Feedback Discussions: As the supervisor gives feedback about the employee’s performance, notes can be recorded here throughout the year.
Date
Notes
Initials Optional
Supvsr
Empl
Date
Notes
Initials Optional
Supvsr
Empl
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Rev 8/2013
Employee Performance Management
Employee Performance Management Process
Name:
Title:
Supervisor:
M #.:
Division:
Department:
Performance Planning Date:
Final Review Date:
EMPLOYEE’S M# IS REQUIRED
Final Review Discussion
Final Review: The supervisor and employee meet at the end of the performance planning period to review performance results. NOTE: Final Review
document must be given to Human Resources for Employee’s file.
Overall Performance Rating:
(E)
(M)
(I)
(B)
(N)
Exceeds
Meets
Inconsistent
Below
New
Excellent Results
Achieved
Achieved
Established Results
Achieved
Inconsistent
Results
Did Not Achieve
Expected Results
Too New
to Evaluate
Excellent
performance results
that fully satisfied
requirements of the
job and had a
significant,
demonstrable effect
on the department’s
success.
Meets
proficient
performance results
that fully satisfied
requirements of the
job.
Inconsistent
performance results
that did not fully
satisfy the
requirements of the
job.
Performance results
that did not meet
established goals and
expectations.
Performance
Improvement Plan
(PIP) required
Developing in a new
position held less than
6 months.
Overall Rating
Supervisor’s Overall Performance Summary (This should summarize the employee’s performance results):
Employee Comments:
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Rev 8/2013
Employee Performance Management
Employee Performance Management Process
Name:
Title:
Supervisor:
M #.:
Division:
Department:
Performance Planning Date:
Final Review Date:
EMPLOYEE’S M# IS REQUIRED
ACKNOWLEDGEMENT
Employee Signature*
Date
*Your signature does not necessarily mean you agree with this performance evaluation; it is only to acknowledge your supervisor has
met and reviewed it with you.
Supervisor Signature
Date
Manager Signature
Date
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Rev 8/2013