The goal of the Performance Management Process at DU is to ensure that supervisors and employees understand and communicate openly about job performance, goals and timelines, and how to help employees develop the skills and abilities that they need to achieve performance goals and be successful at the University.
Performance reviews for appointed staff are conducted at least annually, most frequently in early fall. The reviews are based upon the goals and standards set out in the Performance Evaluation and Development System (PEDS). Faculty have a review process, but it is not currently conducted using the PEDS online system.
The supervisor and employee have equal responsibility to contribute to the performance review process. Both should understand the job responsibilities, job goals, and the related standards against which actual performance will be evaluated. The completion of the performance goal setting takes part in two stages:
Stage One: Getting Started: Setting Duties, Goals and Standards for Performance and Development
At the beginning of the review cycle (often as part of the previous year's review) supervisors and employees define essential duties and responsibilities, performance goals (job goals) and development goals, and standards for measuring achievement of these goals.
The following sections of the PEDS online form should be completed in Stage One:
- Essential duties and responsibilities (and measurement standards for these)
- Job goals (and measurement standards for these)
- Competencies
- Development goals (and measurement standards for these)
- Weighting of Duties, Goals and Competencies
This is done with the aid of the employee's position description, keeping in mind departmental goals for the upcoming year.
New employees and their managers should complete performance and development goals and standards within the first 60 days of employment.
NOTE: In the same way that setting performance goals is important, we encourage managers and employees to set development goals that are specific, performance-related, and aligned with departmental goals. DU Training and Development is available to consult with managers, individuals or unit groups to identify relevant and appropriate development opportunities within and beyond the University. Through performance consulting, we will also partner with you to identify performance support needed to ensure that individual and departmental goals are achieved.
Stage Two: Reviewing Performance and Development Goal Accomplishments
In order to provide continuous feedback on how employees are meeting or exceeding expectations on their essential duties, and to monitor the progress of meeting defined goals, supervisors and their employees should meet for Quarterly Discussions. We recommend that the discussions take place in January, April and July each year.
Stage Three: Year-End Performance Reviews
At the end of the review cycle (often as part of the previous year's review) supervisors and employees review the performance and development goals, evaluating accomplishments based on the standards and timelines that were established at the beginning of the year. The review (Stage Three) should include completion of the following sections of the PEDS online form:
- Employee Self-Assessment (for essential duties, job goals and development goals
- Evaluation of actual performance (for essential duties, job goals and development goals)
- Measurement rating (using the 5-point rating scale)
- Narrative comments
NOTE: Without a completed review in PEDS, an employee will not be eligible for a merit increase.
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