Let's Talk Budget Fund

Consistent merit criteria have been developed for all UCI employees – one set for individual contributors (non-supervisors) and one set for people managers (supervisors). Leaders across UCI will use consistent criteria to determine merit levels. This will increase transparency and help employees understand what leaders, managers, and supervisors will use to determine merit levels and improve consistency in the determination of merit levels across the organization.

The performance evaluation process will be “decoupled” from the merit process. The two will be dependent on one another, meaning supervisors will use employee performance and the merit criteria described above to determine employee merit levels and merit awards (when funding is available); however the two processes will occur separately. For 2017, performance reviews will be delivered in April at the campus and on anniversary dates at the medical center, and then merit awards will be communicated in June. This will do two things:

• It will eliminate the need for “mapping” of anticipated performance ratings to merit levels and merit awards
• It will prepare us for the new performance management program that will be implemented in July 2017 which eliminates the annual year-end review and performance ratings.

Communication will be redesigned to be more consumable and streamlined including web page, training resources and tools.

New online and in person supervisory training will be provided. Topics include determining merit, calibrating merit and communicating to staff.

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