- Author: Bethanie Brown
The Annual Staff Performance Evaluation process will begin on March 8, 2022. The annual performance evaluation is an opportunity for staff and supervisors to recognize accomplishments, identify opportunities to build skills, and align individual efforts to high-level unit and division goals. This year's cycle is for the review period that runs from April 1, 2021, through March 31, 2022.
On March 7, all staff employees and their supervisors will receive an email notification that evaluation documents are available in UC Path ePerformance. The email will contain a link to take you directly to the electronic form. You may also locate the form by accessing your Dashboard in UC Path and selecting “Performance Work Center.” The UCPath login page is at http://ucpath.universityofcalifornia.edu.
In March, ANR Human Resources will host webinars to review the process and describe available support tools for staff and supervisors. The webinars will be recorded and available on the HR website for those unable to attend in person.
Employee role webinar: March 8, Tues., 2–3 p.m.
Webinar ID: 948 5355 4315
iPhone one-tap: +16699006833,,94853554315# or +13462487799,,94853554315#
Telephone: +1 669 900 6833 or +1 346 248 7799 or +1 253 215 8782 or +1 646 558 8656 or +1 301 715 8592 or +1 312 626 6799
International numbers available: https://ucanr.zoom.us/u/aesH3YwRji
Supervisor role webinar: March 23, Wed., 2–3 p.m.
Webinar ID: 981 2815 4787
iPhone one-tap: +16699006833,,98128154787# or +13462487799,,98128154787#
Telephone: +1 669 900 6833 or +1 346 248 7799 or +1 253 215 8782 or +1 301 715 8592 or +1 312 626 6799 or +1 646 558 8656
International numbers available: https://ucanr.zoom.us/u/ac1KMf96lL
If you are a supervisor, you need to participate only in a supervisor session.
More information about the annual process, including timelines, guidelines and Performance Appraisal Tools are available on the ANR Human Resources website http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Performance_Management.
Note: ANR staff based at the Office of the President will follow the UCOP-HR performance process with separate trainings, timelines and forms.
- Author: Pamela Kan-Rice
Training on the staff hiring process is being offered by Human Resources for anyone who is involved in employee recruiting and hiring, including supervisors and office staff who assist in recruitments.
The new HR systems for hiring have been in place for a few months now. Do you have any questions or need a refresher now that you've had a chance to navigate it a bit?
Please join HR on Thursday, March 5, at 10 a.m. to review some staff recruiting-process slides and get your questions answered. Please register at http://ucanr.edu/survey/survey.cfm?surveynumber=29644.
For more information about the training, contact Patricia Glass, HR business systems analyst, at (530) 750-1324 or email@example.com.
- Author: Pamela Kan-Rice
On March 5, ANR Human Resources launched the 2017-18 Annual Staff Performance Appraisal Process. The UC Davis campus has also announced their annual “call” for staff performance appraisals. Please be aware that ANR has a separate process and timeline. Please do not use the UC Davis online system for submitting Summary of Accomplishments and Employee Performance Appraisals.
It is critical that all units meet the May 14 deadline for submitting proposed overall ratings.
This timeline is subject to change with prior notice:
March 1-23: Employee prepares Summary of Accomplishments. Supervisor option: Employee prepares Self-Assessment using the Performance Appraisal form.
March 23-May 11: Supervisor meets with employee to review Summary of Accomplishments. Supervisor drafts Employee Performance Appraisal. Supervisor confirms agreement on proposed rating with second-level supervisor.
May 14: Proposed overall ratings and draft appraisals due to ANR Human Resources.
May 14-June 1: HR reviews proposed ratings for consistency, and confirms final ratings.
June 1-July 31: Supervisor meets with employee to communicate overall rating.
If you are uncertain about the process, please reach out to your supervisor or contact Mary Vlandis at (530) 750-1321 or firstname.lastname@example.org.
Forms and more information regarding the ANR process are available on the Staff Human Resources webpage http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Performance_Management.
The annual performance review season for all ANR staff employees has begun. Performance reviews are an opportunity for staff and supervisors to step back from the day-to-day tasks to review past accomplishments and set clear goals for the future. People are at the core of ANR, and to be successful, people need to know how they're doing and how they can improve. It's also an opportunity to celebrate accomplishments and think about how we can develop professionally.
The process starts with each staff member preparing a Summary of Accomplishments. While writing their summaries, staff are encouraged to identify potential trainings and development opportunities to share with your supervisor in the performance discussion.
The Summary of Accomplishments form and other performance management resources are available on the ANR Human Resources website http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Performance_Management.
This year ANR is transitioning to a new performance review cycle. The 2016-17 review cycle runs from July 1, 2016 –March 31, 2017. Going forward, all ANR staff employees, represented and non-represented, will follow an April 1 – March 31 performance review cycle. SX-represented employees at our Research and Extension Centers have historically followed a calendar year cycle. These employees will transition to the new cycle as well, starting in April 2017.
Following is a recommended timeline for the performance review process. May 12 is a hard deadline for ANR Human Resources to receive preliminary performance ratings for all staff. (ANR employees based at the Office of the President should refer to the OP process and timeline.)
March 1- March 15
Each employee prepares a Summary of Accomplishment (SOA) for the supervisor.
March 15-April 30
Supervisor reviews SOA with employee and drafts a Performance Appraisal, including proposed overall rating.
Supervisor reviews draft Performance Appraisal with second-level supervisor for approval.
Preliminary ratings and draft appraisals for those rated “Exceptional”, “Partially Meets” and “Does Not Meet” are due to HR. The second level supervisor must sign-off on the proposed overall rating before submitting.
May 15-June 9
Calibration review. HR communicates review results to supervisors by June 9.
June 12-July 31
Supervisors meet with employee to discuss and finalize performance appraisals.
All written performance appraisals are due to Human Resources by July 31, 2017.
I am pleased to announce the University will implement a merit-based salary increase program for policy covered (non-represented) staff employees for the 2016-17 fiscal year. Implementation of this salary program is part of a UC-wide effort to move toward consistent delivery of pay programs that reward individuals for their performance and contribution.
In the coming days, ANR Human Resources will communicate details about the annual performance appraisal process to Unit Directors, including changes to promote consistency and to support a merit-based salary program. For ANR non-represented staff employees, the salary increase program will be effective July 1, 2016, for monthly paid employees and June 19, 2016, for biweekly paid employees.
We have not received information from UCOP regarding an academic salary program. We will share that information when it becomes available.
General questions about staff performance appraisals and the staff salary program can be directed to John Fox, Human Resources executive director, at email@example.com.