一道本不卡免费高清

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Performance Management

To more accurately reflect the work of employees across campus, Human Resources has altered the appraisal ratings and their guidelines, please refer to our Performance Appraisal Ratings一道本不卡免费高清 for the revised definitions. 

IMPORTANT: The appraisal process closes May 17, 2019. There shall be no extensions to this deadline. If no appraisal is completed by May 17th, the performance rating will automatically default to ‘Successfully Met Expectations.’ If an appraisal was started, but did not route through all the Halogen steps, the system will capture the information ‘as-is’ (ratings, narratives, goals) on May 17th. If the latter occurs, the supervisor will need to work with Employee & Labor Relations to finalize the appraisal outside of the Halogen system. Reasons for completing an appraisal outside of Halogen should be compelling, e.g., supervisor took an unexpected leave of absence.

一道本不卡免费高清Department Heads may designate Department specific deadlines. Departmental deadlines shall not interfere with the HR submission date of April 15th, and must account for system close date of May 17th.

Merit is reviewed annually by Office of the President. We cannot advise on merit until the President authorizes a merit pool.

PERFORMANCE APPRAISAL TIMELINE 2018-2019

April 1, 2018 - March 31, 2019

Summary of Accomplishments Opens March 14, 2019
Appraisal Process Opens March 28, 2019
Employee writes Summary of Accomplishments Completion Deadline:
April 1, 2019
no extensions
Manager Writes Employee Appraisal & Submit to HR for Review
(HR review required for overall rating of ‘Met Some Expectations’ and ‘Met Few Expectations’)
Completion Deadline:
April 15, 2019
HR Responds to Appraisals Completion Deadline:
April 21, 2019
2nd Level Manager Approves Employee Appraisals Submission Deadline:
April 24, 2019

Calibration Review
(HR to issue Division and School Ratings Report)

Completion Deadline:
May 3, 2019

Appraisals Released to Managers

May 4, 2019
Manager Meets With Employee & Adds Final Comments Completion Deadline:
May 13, 2019
Employee Writes Final Comments & Signs Appraisal Completion Deadline:
May 16, 2019
Manager Reviews Employee Comments & Signs Appraisal Completion Deadline:
May 17, 2019
System Closes May 17, 2019 at 9:00 PM PST

Roles and Responsibilities

The University of California, Merced, is committed to a performance management system that promotes a culture where performance management involves shared responsibility between supervisor and employee, and aligns those efforts with departmental and campus goals. UC Merced’s performance management system promotes consistency in performance assessment, motivates all employees to perform at their best, and is conducted with fairness and transparency. The employee, the supervisor, and the University are critical members of a partnership that ensures performance planning, assessment, coaching, and development.

Employees at all levels are responsible for actively communicating with their supervisors about their performance. Employees should take an active role in planning their career development activities, be accountable for their actions, and continually strive for excellence in their performance in support of departmental and organizational goals.

Supervisors are responsible for developing performance goals and objectives along with input from employees; communicating throughout the performance management cycle about employees’ performance on goals, responsibilities, competencies and career development activities; recognizing and rewarding excellent performance and providing coaching and feedback where needed to improve performance deficiencies; and ensuring that employees have the tools, resources, training, and development needed to carry out their responsibilities successfully.

The University is responsible for providing an effective and fair performance management system that encourages communication between employees and supervisors and ensures that supervisors have the skills to carry out performance management successfully.

Performance management is not an annual event! To be effective, it must be a continuous process involving clear expectations, periodic feedback, coaching/instruction, and recognition for improvement and contributions. Effective performance management is built on the foundation of a trusting relationship between supervisor and employee that enables open, two-way communication.

一道本不卡免费高清Performance Appraisals are a snapshot in time, formalizing the feedback for the fiscal year. Below are resources to help managers and employees throughout the year, and to support them in the performance management process.

Senior Management Group (SMG)
To view the policies that govern performance management for the Senior Management Group, visit the .

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