Types of Appraisals Process and Forms Resources
Probationary Appraisal
• Supervisors should give two written performance appraisals to each career employee during his/her probationary period: one during the probationary period, one upon the completion of the probationary period.
• A written appraisal is mandatory for probationary career employees at the end of six months.
• Supervisors may determine to continue the career status of the employee or not, but this must be determined before the end of the probationary period.
• It is not possible to change the employee’s career status once the probationary period has ended.
 
• Two probationary Performance Appraisal Forms will be sent to the supervisor for the new career employee at the end of the first three months of the probationary period.
• Supervisors should review the employee’s job description and update as needed
• Meet with the employee to review, develop, or revise position standards or goals and clarify expectations for the employee.
• Identify areas of concern and possible training goals and development opportunities.
• Notify Ling Cao at 858-822-0246 right away if there are any concerns regarding the probationary employee.
• Request to release a probationary employee should be submitted to Ling no later than the fifth month of the probationary period.
• Complete the probationary Performance Appraisal Form if you plan to retain the employee as a permanent career employee.
• Meet with the employee and provide a copy of the Performance Appraisal for review, comments, and signatures.
• Send a copy of the signed appraisal to Thien-Chi at 0737.
 

How to Conduct a Performance Appraisal

Performance Standards

Performance Standards (UCSD Campuswide)

Staff Education and Development Courses

List of Trainings for Supervisors

Performance Appraisal Form

Merit Cycle Dates by Bargaining Unit

Annual Appraisal
• Supervisors should give a written performance appraisal to every career employee at least once a year. The goal of a performance appraisal is to assess and summarize past performance, and develop future work performance goals and expectations.

 
• Annual Performance Appraisal Forms will be sent to the supervisors at the end of July and the return date of the completed form will be no later than September 20th of each year.
• Supervisors should review the employee’s job description and update as needed.
• Meet with the employee to review, develop, or revise position standards or goals and clarify expectations for the employee.
• Identify areas of concern and possible training goals and development opportunities.
• Consult with Ling Cao at 858-822-0246 right away if there are any concerns.
• Plan for a private and uninterrupted performance appraisal meeting with the employee.
• Resolve performance appraisal issues, if any.
• Discuss and establish goals, development opportunities, and performance expectations for the coming appraisal cycle.
• Provide a copy of the final document to the employee for review, comments, and signatures.
• Acquire all required and appropriate signatures.
• Give a copy of the signed document to the employee and send a copy of the document to Ling at 0737.

How to Conduct a Performance Appraisal

Performance Standards

Performance Standards (UCSD Campuswide)

List of Trainings for Supervisors

Staff Education and Development Courses

Performance Appraisal Form

Merit Cycle Dates by Bargaining Unit

 


University of California, San Diego, Department of Psychiatry, 9500 Gilman Drive, Mail Code 0603 La Jolla, CA 92037-0603
Telephone: (858) 534-3684, Fax: (858) 534-7653, Electronic Mail: psychiatry@ucsd.edu