University Staff Performance Management

What to expect for University Staff Performance ManagementÌýÌý

At С»ÆÊé Boulder, performance management is a shared commitment to growth, development, and success. Through ongoing conversations, meaningful feedback, and mutual accountability, employees and supervisors work together to build trust, align priorities, and support continuous improvement. This approach makes performance discussions a natural and valuable part of the workplace culture.Ìý

A culture of continuous feedback and developmentÌýÌý

At С»ÆÊé Boulder, performance management is a shared responsibility. It requires consistent check-ins to strengthen communication, build trust, and ensure individual efforts support organizational priorities. By approaching feedback with a growth mindset, employees and supervisors can turn challenges into opportunities for learning and development.Ìý

Understanding the University Staff Performance Management Cycle (July 1 -- June 30)

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Visual Graphic of Performance Management Cycle

Goal Setting and Performance Planning

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July 1 – September 30
  • Goal setting is a collaborative process whereÌýemployees and their supervisorsÌýset performance and development goals and identify key job responsibilities.ÌýGoal setting provides a roadmap for success.
  • It helps employees understand priorities, focus on meaningful work, and see how their contributions support the broader goals of their team and the university.
  • ÌýThrough collaborative goal-setting conversations, employees and supervisors can align expectations, clarify responsibilities, and identify opportunities for continued growth and development.ÌýÌý

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Ongoing 1:1 Conversations

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Throughout the year
  • Ongoing one-on-one conversations are the foundation of effective performance management. Rather than waiting for formal review periods, regular check-ins create opportunities for timely feedback, coaching, and support throughout the year.Ìý
  • These discussions help clarify expectations, reinforce priorities, recognize accomplishments, and identify growth opportunities, making performance and development an ongoing part of everyday work.

Mid-year Connected Conversation

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January 15 – March 15
  • The Mid-year Connected Conversation is a structured check-in within the performance cycle. It offers a chance to reflect on progress, recognize achievements, discuss development, and assess how individual work supports team goals and С»ÆÊé Boulder values.Ìý

  • This holistic review helps employees and supervisors align on accomplishments, expectations, and priorities, creating a strong foundation for year-end evaluation and continued success. Additional information and resources will be available soon.

Year-end Evaluation

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July 1 – September 15
  • The year-end evaluation is an opportunity to reflect on your contributions, accomplishments, and growth over the past year. With clear goals, expectations, and ongoing feedback, everyone can understand performance and impact.Ìý
  • By reviewing achievements, key outcomes, and demonstrated behaviors, employees and supervisors can recognize successes, identify opportunities for continued development, and use performance insights to inform future goals and growth.ÌýÌý

Shared ResponsibilityÌý

Supervisors

  • Ensure individual goals align with broader team and organizational priorities.Ìý
  • Host regular, at least monthly, 1:1s to provide timely support and feedback.Ìý
  • Consistently connect conversations back to employee goals to track progress while providing ongoing feedback and support.Ìý
  • Evaluate performance fairly using the standard rating scale for both results and behaviors.Ìý

Employees

  • Collaborate with your supervisor to define up to five goals and officially record them in Cornerstone or on the paper form.Ìý
  • Review your position description to ensure a clear understanding of expectations.Ìý
  • Actively participate in monthly 1:1s and initiate conversations around your progress.Ìý
  • Track your accomplishments throughout the year, and proactively seek the feedback and support needed to prepare for your mid-year and year-end reviews.Ìý

Guiding Performance Through Continuous Feedback

Strong performance is built through consistent and meaningful feedback. Actively giving and receiving feedbackÌýopenly and constructivelyÌýstrengthens skills, ensures alignment on expectations, and supports both individual and team success throughout the year.