1. 2016-2017 PERFORMANCE APPRAISAL PROCESS Daniel Dominguez-Moncada Director of Administration
January 12, 2017

2. Agenda Important due dates Performance Evaluation templates (2)
Ongoing 2-way feedback
Completing the evaluation–It’s okay to ask your employees to DRAFT their accomplishments
Supervisor’s Overall Summary comments
Employee’s Overall Summary comments
Goal Setting and training for the upcoming year
Description of performance ratings
Determining an overall rating
What to include/What “not” to include
January 12, 2017

3. Important Dates
Entire campus moves to a central March 2017 review cycle (Staff only): includes both represented and un-represented
Begin date = July 1, 2015
End date = December 31, 2016 (total 18 months)
All performance evaluations are due into Human Resources by March 15, or sooner
Radiology’s internal deadline is February 28, 2017 or sooner
Appraisal results determine July 1, 2017 annual Merit increases for (unrepresented staff)
January 12, 2017

4. Sample Performance Appraisal document (Staff – Unrepresented)
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8. Sample Performance Appraisal document (Staff – Represented-collective bargaining employee) TEAMSTER’s (Clerical & Support ONLY)
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11. Ongoing 2-way feedback and process
No SURPRISES!
Ongoing feedback throughout the 18-month review cycle
Include 1:1 meeting feedback; team meeting discussions & notes (2-way feedback)
Ask employees to complete a first DRAFT and include accomplishments
Then, provide your feedback:
Include individual ratings & overall rating
Include supervisor overall comments
Include upcoming goals & training
Supervisors have final decisions on individual and overall rating determinations
Employees are NOT required to sign the appraisal
January 12, 2017

12. Process continued….
Behavior and attitudes are equally as important as skills and successful daily or project outcomes
Accountability and working in collaboration; positive vs. negative demeanor or approachability/lack of
Attendance and reliability (do not include protected time off (e.g. FMLA, Pregnancy leave etc.)
Employee summarizes their “Employee Comments”
Supervisor & employee documents future goal planning and opportunity for ongoing training (set due dates = measurable)
January 12, 2017

13. Consider the following….
Verbal or written feedback you have received both positive and constructive in nature
Provide information about where performance can be improved
Don’t shy away from mentioning missed deadlines or incomplete work product
Provide an opportunity to discuss future training and development needs
Include awards and recognition e.g. Kudos; Great People Award; employee thank you feedback; Cathy Garzio Award; etc.
Internal and campus-wide Committee involvement
Attach supporting documents
Rely on your 1:1 meeting feedback and team meeting feedback notes
January 12, 2017

14. Performance Ratings Consistently Exceeds
Performance clearly and consistently exceeds communicated performance requirements. Contributes to the organization’s success well beyond job requirements. Contributes unique, innovative, and workable solutions to projects/problems. Achievements and abilities are obvious to subordinates, peers, managers and customers.
January 12, 2017

15. Performance Ratings Meets All
Performance consistently meets all the requirements, standards, or objectives of the job. Occasionally exceeds requirements. Results can be expected which are timely and accurate with minimum supervision. Recognizes, participates in, and adjusts to changing situations and work assignments. Meets all assigned goals and considered a solid and fully competent performance. 
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16. Performance Ratings Meets
Performance meets the requirements, standards, or objectives of the job. Demonstrates satisfactory performance in most areas of assignments. May need further growth in some job assignments and duties.
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17. Performance Ratings Partially Meets
Performance does not consistently meet the requirements, standards, or objectives of the job. Needs improvement in one or more areas of consistent weakness. Problem areas should be monitored and documented. Requires guidance and direction to fully achieve/accomplish responsibilities and objectives. Improvement is required for staff member to fully achieve expectations.
January 12, 2017

18. Performance Ratings Fails to Meet
Performance is consistently below requirements and is unsatisfactory. Performance meets few or none of the standards/objectives. Shows failure to follow directions and initiate improvement. Knowledge inadequate to retain in job without improvement.
Note: Staff members must have been counseled and/or disciplined regarding unsatisfactory performance to receive this rating.
January 12, 2017

19. Don’t include
Mention of protected leave of absence e.g. FMLA, Pregnancy Leave, etc.
“Leadership” rating = (leave blank) unless employee supervises 2 or more employees
Specific date of Counseling Memo issuance (however you can include specific mention of areas of performance and constructive feedback)
January 12, 2017

20. What’s NEXT…
Soon, each supervisor will receive a list of all their respective employees due for an appraisal (from Marcia Gardiner) and via an attachment
Included in the list will be the various performance evaluation “template/document” (1 of 2) that is required to complete the appraisal with notation on which form to utilize!
Upcoming periodic reminders for appraisal completion will be sent to you so that we achieve our 100% completion department goal
Radiology’s internal due date for completion is February 28th
January 12, 2017

21. Contacts, Questions, Resources
Daniel Dominguez-Moncada: (415)
Your respective Site Manager or Manager
Human Resources: Jammie Aguilar, HR Generalist @ (415)
Human Resources: Norma Fong, HR Manager @ (415)
Various performance appraisal forms can be located on the Radiology website: radiology-help.ucsf.edu
January 12, 2017

22. Reminder of Important Dates
Entire campus moves to March 2017 review cycle (Staff only): includes represented and un-represented
Performance Appraisal begin date = July 1, 2015
Performance Appraisal end date = December 31, 2016
All performance evaluations are due into Human Resources no later than March 15, or sooner
Radiology’s internal deadline = February 28, 2017 or sooner
Appraisals will determine July 1, 2017 annual Merit increases
January 12, 2017

23. Thank You
Time for Q & A
January 12, 2017