Overview of Performance Management

Managers or supervisors may be confronted with a difficult employee situation or concerns, often related to performance or attendance. As a leader on the team, it is critical to manage issues promptly, appropriately and consistently to avoid negative repercussions to the overall team and business. Often times, addressing performance in a timely manner leads to immediate improvement, other times, it can lead to corrective action, disciple, or separations. Managing performance is critical at all stages of the employee lifecycle — from Probationary hires to long-time employees.

One of the first and most important steps in performance management is effective communication. All employees must be provided with clear expectations from their supervisor. From there, employees can receive recognition when they meet or exceed expectations, or receive coaching, corrective action, and disciple if they do not consistently perform to standards.

Counseling, Discipline, and Dismissal

Employee Relations provides structured guidance and oversight for counseling, discipline, and dismissal processes to ensure workplace issues are addressed fairly, consistently, and in alignment with university policy and applicable collective bargaining agreements. The team partners with departments to assess performance and conduct concerns, support corrective action planning, and facilitate progressive discipline rooted in documented expectations and due‑process requirements. When dismissal is warranted, Employee Relations ensures all steps follow mandated procedures, contractual obligations, and regulatory standards, safeguarding both institutional integrity and employee rights. Through objective consultation and adherence to established policy frameworks, Employee Relations promotes accountability, transparency, and equitable outcomes across the campus community.

Separation

Employees leave the University for many reasons. Some departures are voluntary and some are involuntary. Consultation with Employee & Labor Relations is required before taking any involuntary separation actions.

Types of Separation include, but are not limited to:

• Termination for Cause
• Probationary Release - See Managing Probationary Employees
• Job Abandonment
• Medical Separation
• Layoffs

Employee Separation Resources

Leaving UC Employment

This guide from UCnet outlines what to do when you’re leaving UC employment.

Department Resources for Processing Separations

Terminations and Final Pay in UCPath

Guidance from the Central Resource Unit (CRU).

Job Aid: Termination and Final Pay

Learn the steps and requirements for processing employee separations and issuing final pay. This job aid provides guidance to help ensure timely, accurate, and compliant offboarding.

Additional Resources

Performance Evaluations

Visit Performance Evaluations for an overview of the performance evaluation process, including guidance on conducting fair and effective reviews, factors to consider, evaluation and self-appraisal forms, and available training resources for managers.

Understanding the Disciplinary Process at UCLA

Visit Learning Management System (LMS) to learn about what classes are available and schedules.

Addressing Performance

Please contact your Department Human Resources or Employee Relations contact for more information and guidance.

Questions? 

If you have questions about Employee Relations, please contact your Employee Relations (ER) Consultant or email employee.relations@chr.ucla.edu. 

UCLA Health employees can receive assistance by emailing uclahealthemployeerelations@mednet.ucla.edu or by calling 310-794-0500.