[Msoadm] UCR’s Performance Management Process - 2025/2026 Forms and Resources

[Puja Pannu]

*[image: image.png]*



*March 2, 2026*

To:

HR Partners

From:

Central Human Resources

Re:

UCR’s Performance Management Process - 2025/2026 Forms and Resources





*Dear HR Partners,*



It is now the designated period for the completion of the 2025/2026
performance appraisals. This annual appraisal cycle covers the performance
period spanning from April 1, 2025, through March 31, 2026. All managers
and employees are required to actively participate in this critical
process, which is designed to formally appraise employee performance,
foster professional development, and align individual contributions with
departmental and organizational goals.



Timely completion of all performance management steps is essential to
ensure a smooth transition into the next performance cycle.



*Background*



The University of California’s PPSM-23: Performance Management
<https://policy.ucop.edu/doc/4010397> policy informs campus locations that
the performance of each employee shall be appraised at least annually in
writing by the employee’s immediate supervisor, or more frequently in
accordance with UCR local procedures
<https://documents.ucr.edu/HR-Policy/pol-ppsm23-local-procedure-performance-management.pdf>
and bargaining agreements
<https://jobs.ucr.edu/employee-labor-relations/labor-relations/collective-bargaining/collective-bargaining-agreements>
.



An annual performance appraisal is an opportunity for supervisors and
employees to review whether previously discussed:

   - performance expectations and goals have been met,
   - to discuss professional development opportunities, and
   - to identify options for acquisition of additional skills and knowledge
   to foster performance improvement and career growth.



As the campus prepares for the performance appraisal period, it is
important to understand that performance development is an ongoing process
of communication between a supervisor and an employee that occurs
throughout the year. The communication should include:

   - setting objectives,
   - identifying goals,
   - providing feedback,
   - and evaluating results, which would be captured in the overall
   appraisal.



*Appraisal Information and Timeline*



2025/2026 Performance Development forms are now available on the HR
Performance Management Forms and Documents website
<https://hr.ucr.edu/performance-management-forms-and-documents#forms>. The
available forms include:

   - Performance Appraisal Form
   - Performance Appraisal Addendum
   - Supplemental Performance Feedback Form
   - Goal Agreement Form



For the 2025/2026 performance period, each organizational unit must certify
to Central Human Resources by Friday, June 26, 2026, that all staff have
received an annual appraisal for the 12-month performance period ending on
March 31, 2026. Please visit the HR Performance Management website
<https://hr.ucr.edu/supervisor-resources/performance-management-0> for
further resources including a proposed timeline.



*Activity*

*Proposed Timeframe/Deadline*

Supervisor asks employee to complete self-assessment.

Wednesday, April 1, 2026

Employee submits self-assessment to supervisor.

Friday, April 10, 2026

Supervisor completes draft performance appraisal for each direct report.

Monday, April 13 - Friday, April 24, 2026

Internal calibration activities and finalization of performance appraisals.

Monday, April 27 - Friday, May 1, 2026

In-person performance appraisal sessions with employees.

Monday, May 4 - Friday, May 15, 2026

Goal Agreement form is finalized for the next review period.

Friday, June 26, 2026

Organizational units certify performance appraisal ratings and send the
Performance Appraisal Certification Letter to Central Human Resources.

Friday, June 26, 2026*

 *Extended to ensure timely receipt of certifications and ratings by the
deadline. Organizational units are encouraged to collect the final
certification and ratings prior to June 26, 2026.



*UC Required Training*



The current performance appraisal review cycle will end on March 31, 2026.
As a reminder, completion of, or failure to complete the following
UC-required training must be reflected in the completed Performance
Appraisal form and will impact eligibility for any university salary
programs:

   - Safety Orientation
   - UC Abusive Conduct in the Workplace
   - UC Cybersecurity Awareness Fundamentals
   - UC Ethics and Compliance Briefing
   - UC Sexual Violence and Harassment, Anti-Discrimination, Prevention and
   Education (SHAPE) Training for Non-Supervisors
   - UC Workplace Violence Prevention



Mandatory trainings are available in the UC Learning Center (UCLC)
<https://jobs.ucr.edu/employee-labor-relations/labor-relations/collective-bargaining/collective-bargaining-agreements>.
The Manager Guide on UCLC has two resources:

   - Team Compliance Dashboard - which offers canned reports on assigned
   training
   - Advanced Reporting - which offers customizable report templates.



*ePER*



Specific information and instructions for ePerformance appraisals will be
sent to participants using ePerformance.



*Questions*



Questions on the Performance Management process or performance concerns may
be directed to the Performance Management designated email address:
performancemanagement at ucr.edu.
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