Conclude the 2020-2021 Performance Year

Instructions

For audit purposes, submit signed PY 2020-2021 performance feedback forms for policy-covered (non-represented) staff
via the secure email drop box:  smo-ucsbeval@ucsbconnect.onmicrosoft.com


1. Scan
 
Scan each signed performance feedback form to an individual file
 
2. Apply Naming Convention

 
Save each feedback form as a unique PDF
Create a file name for each individual's form using the following naming convention: 
LAST NAME_ FIRST NAME_DEPT CODE.pdf    (e.g. “SMITH_JOHN_CHEM.pdf”)
 
3. Attach
 
Attach the signed PDF to an email message
 
4. Enter Subject Line

 
Enter the DEPARTMENT NAME and EMPLOYEE NAME on the email subject line (e.g. “CHEM - JOHN SMITH”)
Multiple Evaluations? If attaching multiple PDF documents to a single email message,
enter “MULTIPLE” on the email subject line and list the employee names in the body of the email message
 
5. Email
 
Send your emails to: smo-ucsbeval@ucsbconnect.onmicrosoft.com 
This is a secure site that has been set up for HR to receive and store electronic copies of the performance evaluations

Do not scan multiple evaluations into one PDF document. 

NOTE:   ePerformance early adopters who utilized ePerformance for the PY 2020-21 do not need to submit the Performance Feedback form to the email address listed above; those evaluations are automatically stored in UCPath. 

     

ePerformance logo - innovative performance development

2021-2022 Performance Year

 

Young woman looking at the beach wearing a yellow jacket

 

UC Santa Barbara implements a new forward-thinking, modern approach to performance development!

Beginning April 2021, all policy-covered (non-represented) staff and their supervisors will participate in ePerformance. Our objective is to integrate our simplified process into a paperless system, incorporating goal-based, forward-looking, coaching conversations throughout the performance year.

ePerformance (Performance Workcenter) is a module in UCPath that runs on a 12-month performance cycle, from April 1 through March 31 each year.  ePerformance provides a web-based means to document goals and coaching conversations at regular employee-supervisor check-in meetings, culminating in the annual self-evaluation and supervisor's annual performance review.

Get to Know the ePerformance Process

The Performance Document

2021-2022 Performance Cycle

The Performance Document is an electronic form and has 4-sections (Strengths and Accomplishments, Responsibilities, Goals, Development), with space for the employee and supervisor to set goals and make comments regarding the employee's performance development throughout the performance evaluation cycle. As you work through your document, remember to
Save Early and Save Often!

 

UCPath Portal
ePerformance
Performance Workcenter

ePerformance
Training Resources

2021-2022 Performance Cycle

 

Current Demo:  The Performance Development Cycle and Define Criteria
A zoom link will be sent by email announcement.

  • April 5, 2021 at 10:00 a.m. and 10:45 a.m.
  • April 6, 2021 at 9:00 a.m.
  • April 6, 2021 at 10:00 a.m. CANCELLED 
  • April 8, 2021 at 1:30 p.m. and 2:15 p.m.
  • April 13, 2021 at 9:00 a.m. and 9:45 a.m.
  • April 14, 2021 at 1:30 p.m. and 2:15 p.m.
  • April 15, 2021 at 1:30 p.m. and 2:15 p.m.

Demonstrations on how to navigate UCPath's ePerformance module will be offered at each phase of the Performance Cycle

Track your team's progress during PY 2021-22

Employees
Access Your Performance Document


Employees receive an auto-generated email from UCPath with a link to open their performance document. Employees can also access performance documents by following these steps:

  1. Log into UCPath
  2. Select "Performance Workcenter" from the left side menu of the UCPath Dashboard
  3. Select "My Current Performance Docs" under Employee Self Service
  4. Select "UCSB Annual Review

Supervisors
Access Your Team's Documents


Supervisors access documents for each member of their team by following these steps:

  1. Log into UCPath,
  2. Select "Performance Workcenter" from the left side menu of the UCPath Dashboard
  3. Select "Current Team Docs" under Manager Self Service 
  4. Select the name of the respective employee

Time-Sensitive Checklist 
Performance Development Step-by-Step


As you move through ePerformance, we encourage you to schedule a performance development STRATEGY using the checklists to the right and then explore the resources below. Supervisors can get started by going to the Learning Center to review UC Performance Management Overview and continue on to additional Performance-related courses as listed below.

 

 

Due April 30 

  • Supervisors and Employees meet to discuss goals
  • Determine who enters goals into the system
  • Confirm all goals identified are SMART and outcome-driven
  • Supervisors confirm with Employees that all goals are entered into ePerformance
  • Supervisors complete Define Criteria

Due October 1 

  • Supervisors and Employees enter comments on each tab
    -  Strengths + Accomplishments
    -  Responsibilities
    -  Progress toward Goals
    -  Development Opportunities
  • Supervisors and Employees meet to discuss each tab
  • Supervisors and Employees update comments as needed
  • Supervisors complete Checkpoint 1

Due December 18 

  • Supervisors and Employees enter comments on each tab
    -  Strengths + Accomplishments
    -  Responsibilities
    -  Progress toward Goals
    -  Development Opportunities
  • Supervisors and Employees meet to discuss each tab
  • Supervisors and Employees update comments as needed
  • Supervisors complete Checkpoint 2
  • Supervisors complete Finalize Criteria

Due March 15

  • Employees review comments on each tab
    -  Strengths + Accomplishments
    -  Responsibilities
    -  Goals
    -  Development
  • Employees Update and Formalize comments
  • Employees complete Self Evaluation*


* Employee Self Evaluation comments embed in Manager Evaluation and are read-only

Due March 31

  • Supervisors review comments on each tab
    -  Strengths + Accomplishments
    -  Responsibilities
    -  Goals
    -  Development
  • Supervisors review Self Evaluation
  • Supervisors update and formalize comments
  • Supervisors submit Manger Evaluation for approval
  • Supervisors share Manager Evaluation with Employees
  • Supervisors request acknowledgement
  • Supervisors complete Evaluation

Ask yourself a few questions as you populate each comment box, and remember:  Save your work often to avoid unexpected data loss. 

Strengths + Accomplishments

  • What are you good at?
  • What have you done lately?
  • Any small or large achievements?
  • How do you contribute?
     

Responsibilities

  • What is on your Job Description?
  • Did you take on any additional responsibilities?
  • Have competing priorities impacted your workload?
     

Goals

  • What do you want to achieve this year?
  • How can you help your unit or department achieve their overall goals?
  • What are your career-development goals?

 

Development

  • Is there a training course you'd like to take?
  • Do you need additional support to do your job?
  • Does something in LInkedIn Learning Interest you?
  • Are there new skills you'd like to learn?

STEP 1

Due April 30

Define Criteria (Goal Setting) Resources

Recommended for All Employees


Recommended Supervisor Courses

Available in the Learning Center

  • UC Setting Expectations and Individual Performance Goals

STEP 2

Due October 1
Due Dec. 18

Track Progress (Checkpoint) Resources 

Recommended for All Employees


Recommended Supervisor Courses

Available in the Learning Center

  • UC Performance Management Overview
  • UC Coaching for Performance and Development
  • UC Giving and Receiving Feedback 
  • Identifying the Root Causes of Performance Issues

STEP 3

Due Feb 28

Finalize Criteria (Supervisors only) Summary

Finalize Criteria can be completed immediately upon approving Checkpoint 2, but no later than February 28. This is considered a supervisor's 'housekeeping' step. No action is required by the employee.

  1. Supervisor selects “Finalize Criteria,” completing this phase.  Adding goals/comments is neither expected nor required at this late stage of the performance evaluation cycle.
  2. The system notifies the employee that "Performance Criteria is complete."
  3. The Self Evaluation and Manager Evaluation are now open and accessible.

STEP 5

Due March 31

Manager Evaluation Resources

Recommended for All Employees


Recommended Supervisor Courses

Available in the Learning Center

  • Conducting Performance Appraisals
  • Dealing with Negative Reactions to Performance Feedback
  • UC Performance Management Overview
  • UC Coaching for Performance and Development
  • UC Giving and Receiving Feedback 
  • Identifying the Root Causes of Performance Issues

Questions?

Please contact us through:   HR ServiceNow

HR ServiceNow