Performance Management Program

Two staff members having a conversation while sitting at a table

The Performance Management Program intends to foster a culture of high achievement, reward and recognize excellence, and retain and recruit the best and the brightest.

Conducting annual performance reviews is a key component of fulfilling management responsibility and supporting employee development, as described in Personnel Policies for Staff Members (PPSM) 23.

Why PMP?

This employee evaluation system was designed for Student Affairs to:

Facilitate Communication between employees and supervisors
Encourage Staff Development
Create a Standard Evaluation Form that could be used throughout the organization
Develop an approach to recognize merit consistent with the employee’s performance evaluation.

Divisional Timeline

August (Fall) Professional Development plan and goal setting conversation, January/February (Winter) Professional Development Plan and goal fulfillment check-in on progress, May (Spring) Completed written evaluation form (turned into departmental HR) and conversation

Cycle of Feedback

Outline the plan for the following year with your employee
Check in on progress and provide verbal feedback (written feedback for new hire) and request employee self-assessment
Review progress towards prior year’s PMP goals and objectives; provide written performance review inclusive of prior year’s accomplishments, goals and objectives for coming year, and individual development plan; discuss with employee

Adjusted Cycle of Feedback for New Employees*

90-day: Perform first official performance evaluation
6-month: Employee must receive another performance evaluation; if this employee had a probationary period, the 6-month review must state that employee has satisfactorily completed the probationary period and is now a regular status employee
After 6 months: The employee enters the department’s regular performance review cycle

*For PMP purposes, new employees are one of the following:

All new (non-student) employees, whether career or contract
All employees who transfer between campus departments
All employees who have been on contract and move to a different, career position in the same department

If an employee is scheduled to separate from the University at the end of the month of the department’s regular performance review cycle, the supervisor does not need to provide a written performance review.

Questions or Suggestions, please email pmpfeedback@saonet.ucla.edu.

Forms and Resources

Performance Evaluation Form

Departments are expected to utilize this form for annual appraisals

90-Day Evaluation Form

See Cycle of Feedback section above for when to utilize this form for performance reviews

6-Month Evaluation Form

See Cycle of Feedback section above for when to utilize this form for performance reviews

Employee Self-Appraisal Form

Staff members may choose to utilize this form to summarize their contributions to the University throughout the year

Performance Evaluation Guide PMP Rubric Guide