Performance Management

Talent Acquisition & Development

Announcements

  • Newly Aligned Performance Review Cycle

    To ensure we are equitably evaluating and rewarding outstanding work among our faculty and staff, we are modifying our performance review process. The new performance review cycle will result in an aligned and equitable procedure for both faculty and staff, ensuring sustained achievements across all of DU.

    For several years, the University has operated with two separate performance cycles: the academic cycle (July 1 – June 30), and the merit cycle (October 1 – September 30). Using two cycles has created confusion, misalignment, inconsistencies, and disconnect between feedback and merit. Moving forward, we have decided to condense these cycles into one performance timeline. Having one performance cycle across the University will create better efficiencies, budget alignment, and recognition.

     

Performance Management at DU

All benefited staff members participate in the Performance Management at DU program, designed to encourage regular conversations with a focus on employee development. The Performance Management at DU program includes:

Yearly Tasks

Performance Planning – 

Performance planning includes three parts: setting job goals and objectives, reviewing the five competencies, and creating a professional development plan. Performance planning is done at the beginning of the performance year. Goals help make sure that what you're doing aligns with the organization's mission and priorities.


Quarterly Check-Ins – 

Quarterly check-ins give employees and managers an opportunity to discuss the status of goals and accomplishments thus far, explore and understand priorities for the remainder of the year, and discuss progress of the development plan. It allows managers to give specific feedback and coaching, as well as provide a general sense of how performance is being measured without assigning ratings. An important part of the quarterly conversations is to recognize an employee's contributions.


Performance Review – 

The year-end performance review is the formal performance assessment for the year. The purpose of a year-end assessment is to review achievements against goals and competencies, celebrate your successes, and document the progress you have made on your development plan. It also helps to ensure that all employees are fairly assessed, have a sense of accomplishment, and clearly understand how their accomplishments have helped drive DU's strategic plan, IMPACT 2025.

 

System Reminders

The Performance Management at DU program is housed on our talent management platform, Talent@DU. Each of the yearly tasks listed above will be communicated to all employees and managers through system-generated reminders when:

  • A task has been launched
  • A task is due in five days
  • A task is one day past due
  • A task is 30 days past due
  • A task is 60 past due
  • A task is 90 days past due
  • A task is 120 days past due

Performance Cycle Q&A

  • How Should I Prepare for My Performance Evaluation?

    Staff members, please take time to revisit your Performance Plan goals in Talent@DU before April 1 and adjust if needed. Adjustments could include changing the language of a written goal to make it reflect what you can accomplish this year. If you want to roll your goal over until next year, you do not need to adjust it in the system.

  • What Is the Minimum Number of Goals Required for Evaluation?

    Staff and supervisors should strive to set between three and five goals total. Goals should be tied to one or more of the strategic imperatives as much as possible. Goals should be specific, realistic, measurable, time-bound, and related to the employee's role and responsibilities. Fewer well written goals are preferable to numerous goals that simply restate existing job duties and responsibilities.

  • What if I Cannot Modify My Goals to Be Completed by March 31?

    It is not uncommon that some goals may remain incomplete. Both the supervisor and employee should discuss these goals to understand why they were not completed, if they are still relevant, and whether their time frames should be adjusted to carry them into the next plan year. This does not necessarily reflect a performance deficiency. Both the supervisor and employee should document the status of these goals in the performance review meeting.

  • When Will I See My Merit Increase Reflected in My Paycheck?

    The increase affects payroll periods that begin on or after July 1, 2022.

    Employee Group

    Effective Date of New Salary

    First Paycheck with New Salary

    Exempt Staff

    7/1/2023

    8/1/2023

    Non-Exempt Staff

    7/3/2023

    7/21/2023

    Non-Exempt Union

    7/3/2023

    7/21/2023

    9-month Law Faculty

    8/1/2023

    9/1/2023

    12-month Law Faculty

    7/1/2023

    8/1/2023

    9-month Faculty

    9/1/2023

    10/1/2023

    12-month Faculty

    7/1/2023

    8/1/2023
  • What if I Am a Staff Member Who Disagrees with my Evaluation?

    Disagreement regarding a final performance evaluation may be disputed via the Employee Grievance Process (Policy 3.10.060) solely if the grievance is based on an incorrect material fact in the performance evaluation. If the disagreement of a performance evaluation or rating is based on subjective factors, the employee may submit a rebuttal and have it attached to the overall performance rating. Supervisors and employees may also contact their HR Partners to discuss the situation and determine the best approach to resolve it.

  • What Will the New Performance Review Period Be for All Employees?

    The new annual review period will be April 1 through March 31.

Contact

 

Human Resources & Inclusive Community