Performance review season is beginning across the Lab as employees and supervisors prepare for the FY26 annual review cycle. While all employees will participate in the FY26 review process as in previous years, non-represented employees and managers will also begin preparing for the FY27 transition from the current Performance Management Program (PMP) to the new Performance Enablement Program (PEP).
What is PEP
Developed in response to the 2024 Culture Survey and extensive feedback from employees and managers across the Lab, PEP is designed to move performance conversations away from a once-a-year administrative process and toward a more continuous approach focused on growth, stewardship, and enablement.
PEP is grounded in three core principles:
- Growth — supporting continuous learning and development
- Stewardship — recognizing how work gets done alongside what gets accomplished
- Enablement — partnering to clarify priorities and remove barriers to success
The transition to PEP applies specifically to non-represented employees. Existing represented employee performance processes are not changing at this time. However, the Lab’s commitment to stewardship remains a Lab-wide priority and continues to reflect how work is carried out every day through collaboration, accountability, trust, service, innovation, and team science.
What is Happening Now
- FY26 annual reviews and merit processes will continue under the current performance management structure for all employees. Training Starts Thursday, May 21st (More Information)
- Starting in June, non-represented employees and their managers will set FY27 PEP Priorities (which replace the goal-setting section of the PMP) before July 1, the start of the new performance year.
What Is Changing for Non-Represented Employees
As the Lab transitions to PEP for FY27, non-represented employees and managers will begin participating in several updates to the performance process, including:
- Greater emphasis on ongoing dialogue, feedback, and alignment throughout the year
- Increased focus on stewardship — valuing not only what work gets done, but how work gets done
- A shift from annual goals to PEP Priorities, which include both project-based goals and high-impact ongoing responsibilities
- A more streamlined and user-friendly review experience over time
What Is Not Changing
While the approach is evolving, core expectations remain consistent:
- FY26 annual reviews will continue using the current process
- Progress toward goals and priorities remains an important part of performance conversations
- Role expectations and accountability remain consistent
- Stewardship continues to be a core part of how performance is understood and discussed at Berkeley Lab
Additional PEP tools, including guidance on setting PEP Priorities, training opportunities, and resources, will continue rolling out throughout the summer and fall as part of the broader implementation effort. Employees and managers can learn more through the new PEP website and upcoming communications.
Moving from a primarily annual performance process toward more continuous dialogue may feel unfamiliar at first, but it reflects a broader commitment to growth, stewardship, and creating clearer, more meaningful conversations throughout the year. The goal of PEP is to better support employees and managers in doing their most impactful work together.
Your engagement is critical in making the shift towards PEP a success. Thank you for your partnership.
Resources
- FY26 Annual Performance Review Website
- Performance Enablement Program (PEP) Website
- For FY26 Annual Performance Review questions, please reach out to your HR Partner.
- For questions on PEP: https://sites.google.com/lbl.gov/pep/get-pep-support
