Performance Management

IST/OCIO is participating this year in the Performance Management Campus Pilot Program beginning April 1, 2019 for all non-represented staff.

What are the Benefits?

  1. More frequent check-ins that allow for more real-time assessment, adjustment and alignment
  2. Greater opportunities to talk about individual engagement and professional development
  3. More shared ownership between managers/directs about how well work is performed and the benefits of contributions
  4. Better matching of efforts with workplace dynamics by frequent review of goals
  5. Less time needed to prepare, produce and document performance reviews

What's NEW during the Pilot Program?

  1. New check-in periods.
    • December 1, 2018 - March 31, 2019
    • April 1, 2019 - July 31, 2019 
  2. Standardized questions.
  3. New (four) evaluation criteria: goal accomplishment, job mastery, enterprise contribution and forward-thinking
  4. No annual rating
  5. 3-point merit pay categories: below target, on target, above target

6 Standardized Questions

  1. What are your accomplishments and achievements this period? What are you most proud of and why? 
  2. How has your work supported the overall strategy and/or mission of your department and/or the campus?
  3. What additional information, knowledge, skills or other resources do you need to succeed in your job? 
  4. How have you collaborated to foster a stronger department and/or campus environment?
  5. How have you engaged in the discovery of innovative or entrepreneurial ways of doing your work?
  6. How have you cultivated diversity, equity and inclusion on your team? (Only for managers and supervisors)

Evaluation Criteria

  1. Goal accomplishment. How well organizational, business unit, and individual work goals are accomplished.
  2. Job mastery. How well an individual demonstrates knowledge, skills and abilities related to their role, which results in strong performance and organization contributions.
  3. Enterprise contribution. How well an individual collaborates with others, and supports their success in achieving organizational goals. 
  4. Forward thinking. How well an individual uses their knowledge and experience to generate new, actionable ideas which improve outcomes and gain efficiencies. 


Performance Management Pilot Timeline and Checklist (For Managers)

Process & Forms

IST/OCIO non-represented staff are required to use the Achieve Online Conversation Tool

For represented staff, please continue to use the form approved by the bargaining units:  Represented Evaluation 2

FAQs and the Achieve Website

Frequently Asked Questions (Google Doc)

Berkeley Achieve

Contact and Support

If you need further assistance with any phase of the performance management process, please contact our HR Manager, Naseem Ghaffari (