Performance Management

The Process

Performance management is an ongoing, collaborative process between managers and employees to build relationships, set expectations and goals, give and receive feedback and discuss professional development needs and career aspirations. The annual performance appraisal process provides an opportunity for: setting expectations and individual performance goals; giving and receiving feedback; engaging and developing employees; motivating, recognizing and rewarding employees; coaching for performance; and managing corrective action.

2026 Performance Evaluation

2026 Timeline

March 6 - April 6:	Employee Completes the ePerformance self-evaluation Employee Role Presentation: Coming Soon!
April 6 - May 12:	Supervisor meets with employee to review the ePerformance self-evaluation (not yet providing feedback – this comes later) Supervisor completes and submits the manager evaluation The ePerformance evaluation automatically routes to second level approver Supervisor Role Presentation: Coming Soon!
May 12:	DEADLINE FOR ePERFORMANCE EVALUATIONS WITH PROPOSED OVERALL RATINGS
May 13 - June 8:	The calibration committee reviews proposed ratings for consistency, and confirms final ratings
June 8 - June 18:	HR confirms the final evaluations in ePerformance and shares with supervisors.
June 18 - June 30:	Supervisors and employees meet, discuss, finalize and sign off.

Resources

Evaluation Guidelines and FAQs 2026

ANR Performance Standards

Performance Elements mapped to UC Core Competencies

Career Planning Tools

People Management Resources

SMART Goals Worksheet

SMART Goals: Worksheet Example

SMART Goals Examples

SMART Goals: A How to Guide

Additional Performance Management Resources at UCnet