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