Performance management

Performance management is not the same as corrective action. Generally, a performance management action is not subject to the grievance or PPSM complaint processes and does not provide the employee with a notice of consequences if performance or conduct does not improve.

Performance management includes:

• Please refer to the UCOP Annual Performance Appraisal page for details and resources of the current performance appraisal process called the Staff Talent Evaluation Process (STEP)
• Verbal or written counseling
• Performance Improvement Plan that includes corrective actions, goals with benchmarks, support/ resources provided. Sample Performance Improvement Plan (PIP) Guidelines and Templates
• Emails to an employee documenting performance conversations

These types of communications should describe how an employee’s performance or conduct falls short of expectations, restate and reinforce expectations and inform an employee what must be done to meet expectations. Absent severe conduct or performance issues, performance management should be used to provide the employee with the opportunity to address concerns before corrective action is taken.