Effective communication and ongoing performance feedback are critical to your success as an employee and to the success of Berkeley Lab. The Lab is committed to performance management system that fosters and rewards excellent performance. The employee, the supervisor, and Senior Management are critical members of a partnership that ensures performance planning, review, coaching, and development.
- Employees at all levels are responsible for actively communicating with their supervisors about their performance.
- Supervisors are responsible for developing performance expectations with the participation of employees.
- Berkeley Lab is responsible for providing an effective and fair performance management system.
Performance Management Processes at Berkeley Lab
Berkeley Lab is transitioning to a more dynamic, ongoing approach to performance. Whether you are looking back at the past year’s accomplishments for your annual review or setting priorities for the future, use the guide below to find the right resources.
Non-Represented Employees
This year marks a transition period for non-represented employees as they close out FY26 with PMP and get ready to start the FY27 performance year with the NEW Performance Enablement Program (PEP).
What is happening now?
- Complete PMP FY26 Annual Review: Complete FY26 PMP Annual review as normal, with goals for FY27 removed from the PMP Form. More guidance can be found on the Performance Management Program website.
- Set PEP Priorities for FY27: Instead of setting annual goals as part of the review, align on PEP Priorities with your manager by the start of the Performance Year (July 1st). More information is on the PEP Website.
Represented Employees
Represented employees will continue to use their current performance management processes and forms in accordance with existing collective bargaining agreements.
- FY26 Annual Review: More guidance can be found on the Performance Management Program website.
