INSTRUCTIONS FOR THE UCSB PERFORMANCE EVALUATION FORM – Non-Represented Employees
GENERAL INSTRUCTIONS
The UCSB Performance Evaluation form is to be used for annual evaluations, and at other times during the year when supervisors
deem formal feedback is needed or appropriate. Effective evaluation of job performance is an on-going process and job performance
should be discussed with each employee throughout the year, prior to the annual evaluation. Each manager or supervisor should
provide a formal annual summary of progress toward meeting job expectations and previously established goals, and should comment
on other accomplishments and development needs.
INSTRUCTIONS FOR SECTION TWO: EVALUATION OF KEY RESPONSIBILITIES AND DESCRIPTION OF RATINGS
EVALUATION OF KEY RESPONSIBILITIES:
You may cut and paste on the Performance Evaluation form to add as many Areas of Responsibility as needed with corresponding
Comments and Examples of Performance.
Below are some guidelines to assist with this section.
Area of Responsibility: Describe a specific job duty/function for which this employee is responsible. This Area of Responsibility
may be based on:
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A specific function described in the job description.
A duty as assigned.
Key performance objectives established.
A previous goal for the performance year that was established (identified on the employee’s UCSB Performance Goals and
Objectives form).
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Comments and Examples of Performance: Describe the employee’s performance for the area of responsibility. Include
examples of specific actions/behaviors by the employee that are evaluative of the employee’s performance and demonstrate the
level of work accomplished. Comments should include feedback regarding areas of concern. Comments and examples may
include performance factors such as:
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Quality of work
Approach to the work
Productivity exhibited
Work ethic
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Initiative taken
Work planning and organization
Areas for improvement
Effective use of resources
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Reliability
Skills and Knowledge
Flexibility
Timeliness
DESCRIPTION OF RATINGS:
These ratings are standards to be used for each Area of Responsibility described by the manager or supervisor in Section Two of the
form. For each Area of Responsibility, select one rating.
RATING
Exceptional
DESCRIPTION
Far exceeded performance expectations due to exceptionally high quality of work performed
in all essential areas of responsibility, resulting in an overall quality of work that was
superior, and either 1) included the completion of a major project, or 2) made an exceptional
or unique contribution in support of the unit, department, or University objectives. This rating
is achievable by any employee though given infrequently.
Exceeds
Expectations
Consistently exceeded performance expectations in most essential areas of a
responsibility, and the quality of work overall was excellent.
Meets
Expectations
Consistently met performance expectations in all essential areas of responsibility, at times
possibly exceeding expectations, and the quality of work overall was very good.
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Improvement
Needed
Did not consistently meet performance expectations in one or more essential area of
responsibility. A professional development plan to improve performance will be outlined in
Section Four, including timelines, and monitored to measure progress.
Consistently
Below
Expectations
Performance was unsatisfactory and consistently below expectations in most essential
areas of responsibility. Significant improvement is needed in one or more important areas. A
plan to correct performance will be outlined in Section Four, including timelines, and
monitored to measure progress.
INSTRUCTIONS FOR SECTION THREE: EVALUATION OF UC CORE COMPETENCIES
Evaluate the employee’s demonstration of the UC Core Competencies that apply to all areas of responsibility or the most critical
competencies for the position. If the employee did not demonstrate an expected UC Core Competency please add comments.
Comments and examples should also include the area(s) of responsibility for which the competency applies. These competencies
should be discussed in advance of the annual performance evaluation so that expectations are understood. Descriptions of the UC
Core Competencies are:
Communication Competency - Shares and receives information using clear oral, written and interpersonal communication skills.
Diversity and Inclusion Competency - Models and promotes the University of California Principles of Community and complies with UC
policies on Diversity and Non Discrimination.
Employee Engagement Competency - Demonstrates commitment to the job, colleagues, the University and its mission by acting in ways that
further the accomplishment of its goals.
Innovation and Change Management Competency - Uses personal knowledge and professional experience to envision the future, anticipate
change, capitalize on opportunities and develop innovative options that further the strategic direction of the organization.
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Job Mastery and Continuous Learning Competency - Demonstrates responsibility for one’s own career path and continuous learning by
identifying and applying new skills as needed to perform successfully on the job.
Resource Management Competency - Demonstrates integrity, accountability and efficient stewardship of university resources in a manner
consistent with the UC Standards of Ethical conduct and other policies.
Results Orientation and Execution Competency - Demonstrates the ability to analyze situations or problems, make timely and sound
decisions, construct plans and achieve optimal results.
Service Focus Competency - Values and delivers high quality, professional, responsive and innovative service.
Teamwork and Collaboration Competency - Collaborates with colleagues in order to achieve results in alignment with the operations and
mission of the University of California.
People Management Competency (for Managers and Supervisors) - Leads and engages people to maximize organizational and individual
performance through alignment with the University mission and attainment of strategic and operational goals.
For more detailed information about each competency, visit the Performance Management section of the HR Website.
INSTRUCTIONS FOR SECTION FOUR: PROFESSIONAL/SKILLS DEVELOPMENT PLAN
Enter any actions that will be taken by the employee or manager/supervisor to support the goals indicated on the Performance Goals
and Objectives form, to enhance UC Core Competencies, or related to specific job success factors in Section Two. The plan may
include career growth, training needs, job mastery, or actions to correct performance.
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INSTRUCTIONS FOR SECTION FIVE: OVERALL RATING FOR THE PERFORMANCE EVALUATION AND EMPLOYEE
COMMENTS
This rating should reflect the overall job success in terms of performance factors, successful demonstration of key UC Core
Competencies, goals accomplished that were identified on the Performance Goals and Objectives form, and other performance needs
and accomplishments determined by the manager or supervisor. Take into consideration the importance of each job function in relation
to overall performance.
Employee Comments: This section is for the employee to record comments regarding the evaluation.
INSTRUCTIONS FOR SECTION SIX: SIGNATURES
Employee’s Signature: The employee should be informed that their signature indicates neither agreement nor disagreement with the
evaluation, but it does indicate that they have read the evaluation and their supervisor has reviewed it with them.
The employee being evaluated is to receive a copy of the completed and signed evaluation form and one copy shall be placed in the
employee’s personnel file to be maintained by the employee’s Department. A signed copy of the employee’s final Performance Goals
and Objectives form should also be maintained in the personnel file.
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