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| A study on the staff performance appraisal model at the University of California |
| CHANG Tongshan 1,2 |
| (1. Institute of Higher Education, Zhejiang University, Hangzhou 310027, China;2. The University of California Office of the President, Oakland 95607, USA) |
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Abstract The University of California has developed a "goalsengagementaccountabilityresults" performance appraisal (PA) model, ensuring that staff are accountable for their past performance, and future work and professional growth. In the model, supervisors are responsible for their subordinates′ PA. It aims to promote staff professional development, evaluate staff achievements, progress towards workrelated and professional development goals, and issues through annual, halfyear and regular checkins, and suggest a plan for corrective action. It has implications for PA of staff in higher education institutions in China. Institutions should decentralize the power of human resource management to supervisors for PA, so they should be responsible and accountable for PA results; strengthen formative appraisal based on goals and achievements to create a transparent and honest dialogue environment; integrate competencies and potential abilities into appraisal indicators to strengthen staff belonging and competencies; link PA results to rewards, punishments and corrective action; use computer and network technology to develop an electronic PA system that is easy to operate, easy to integrate and sustainable.
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