Performance Management FAQs

General FAQs

• How do I update my listed manager or job title?

  Contact your Budget/Business Officer.

• I am a part-time benefited staff member. Do I need to complete a performance review?

  Yes, all benefitted staff are expected to complete a performance review each year in order to be merit-eligible.

• How do I use the Talent@DU platform?

  Review the Talent@DU and Performance Management pages for details. If you still have questions, email performancemanagement@du.edu for assistance from the Performance Management team.

• What is my username and password for Talent@DU?

  Use your DU email address and MyDU password to log into Talent@DU.

• How do I reset my password or change my username?

  Contact the IT Help Desk at 303-871-4700 for help resetting your password, verifying your email address, or fixing login errors.

• Are performance reviews required for employees who are on leave?

  Employees on leave during the appraisal timeframe are not required to complete their reviews in order to maintain merit eligibility. If possible, however, a review should be conducted ahead of time or upon the employee's return — it is best practice to provide all employees with fair and comprehensive performance reviews.

• I am retiring this year. Do I need to complete a performance review?

  No. Employees are welcome, but not required, to complete a performance review in their year of retirement.

• Where can I find past performance reviews for employees who are now reporting to me?

  To find these reviews, log into Talent@DU and choose "Universal Profile" from the navigation menu. Under the section called "Team," choose the employee whose past reviews you would like to view. Under the employee profile, choose "Snapshot," and then the box called "Reviews." This should bring up a page from which you can access the employee's past performance plans and reviews.

• What performance management key terms should I know?
  • Job Goals and Objectives – Start with the question, What do I need to do this year in order to be successful? Goals should be specific, measurable, achievable, results-focused, and time-bound (SMART). These are the outcomes and deliverables of job performance, used to quantify overall contribution to the mission, vision, and values of the University. Achievement of job goals and objectives will be rated during each employee's yearly performance review.
  • Competencies – Employees are accountable for demonstrating each of the five competencies — work quality, initiative, communication, dependability, and inclusiveness — as they work toward achieving their job goals and objectives. Demonstration of the five competencies will be rated during each employees yearly performance review.
  • Professional Development – Professional development enhances performance in the employee's current role, and anticipates future needs of the employee's role, while considering the employee's career aspirations. Professional development is intended to support development efforts, and not rated during yearly performance reviews.
  • Training – Training programs and services are available through the People Development department of Human Resources & Inclusive Community. Log into Talent@DU and select "Add Training" to view a list of options.
  • Action Step – Action steps are customized, professional development activities meant to support employees' professional development objectives.
  • Alignment – All employees are encouraged to select goals and objectives that align with the five competencies and the divisional goals set by their managers.
  • Assignment – Managers are encouraged to assign their employees job goals and objectives that align with the five competencies and their divisional goals.

Performance Planning FAQs

• How do I write my job goals and objectives?

  Start with the question, What do I need to do this year in order to be successful? Goals should be specific, measurable, achievable, results-focused, and time-bound (SMART). These are the outcomes and deliverables of job performance, used to quantify overall contribution to the mission, vision, and values of the University. Achievement of job goals and objectives will be rated during each employee's yearly performance review.

• Must employees align their job goals and objectives with divisional goals and the five competencies?

  HRIC has asked leaders to enter divisional goals that align with the five competencies. Employees are encouraged to set job goals and objectives that each align with these divisional goals, as well as at least one of the five competencies. However, for job goals and objectives that do not align with any of the five competencies, the form includes an "N/A" option in the drop-down menu.

• How do I search for my supervisor's goals or divisional goals?

  When creating a goal in Talent@DU, select "Align," and then use the search bar to search for the name of your manager or division leader. For step-by-step instructions, see page 4 the Performance Planning User Guide for Employees.

• How do I search for another team member's goals?

  When creating a goal in Talent@DU, select "Align," and then use the search bar to search for the name of your team member. For step-by-step instructions, see page 4 the Performance Planning User Guide for Employees.

• What if my division leader did not set divisional goals?

  It is ideal for leaders to set divisional goals that can be used to shape and guide individual goals. In the absence of divisional goals, please consult with your manager for guidance and direction about strategic alignment of your goals and objectives.

• I had an interim role during the performance planning year. How will this affect my job goals and objectives?

  We encourage you to discuss the interim responsibilities with your supervisor, and aim to set job goals and objectives flexible enough to both reflect your current role and change along with it.

• What if I need help setting my job goals and objectives?

  We recommend referencing your job description (which can be provided by HR) and talking with your manager. You can also refer to team and divisional goals, and each goal can be aligned to one of the five competencies.

• Should I attach my job description to my performance plan? Will it be visible to my manager?

  Attaching your job description can help with performance planning by clarifying expectations and scope of work. Any items you attach to you performance plan will be visible to your manager.

• How can I make edits, modifications, or other changes to my job goals and objectives?

  Job goals and objectives are a dynamic function that can be modified throughout the year to reflect changing priorities. For step-by-step instructions on how to do so, see this document.

• I am a faculty member who has been assigned job goals and objectives. What should I do?

  If you have been assigned job goals and objectives as a faculty member, it is likely your divisional leadership set goals for your entire unit. You should not complete performance planning or performance evaluations in Talent@DU. This will be done in Activity Insight.

  If you receive an email notification saying you have been assigned goals, no action is required on your part. Please email performancemanagement@du.edu with any questions.

• When will my job goals and objectives be evaluated?

  Final evaluation of job goals and objectives will occur during your year-end performance review.

• Can I change the start and due dates of my job goals and objectives?

  Start and due dates in Talent@DU will default to the performance cycle year. You are welcome to change these dates to better reflect the reality of your job goals and objectives.

• Can my job goals and objectives be future-dated?

  Start and due dates in Talent@DU will default to the performance cycle year. You are welcome to change these dates to better reflect the reality of your job goals and objectives. Setting a future due date will cause the goal or objective to appear on every performance plan and performance review until the due date is reached.

• What is the difference between development objectives and future/career development objectives?

  Development objectives are focused on short-term goals related to your current role; future/career development objectives are focused on long-term career goals.

• Why can't I see my goals after submitting the first part of my performance plan?

  Once you have submitted your goals, they will not be viewable until your manager approves them and you complete the employee acknowledgment. Following this, they will become accessible from the Talent@DU homepage.

• How can I complete the performance planning process if I can't access Talent@DU?

  You can complete the form as a Word document. Email performancemanagement@du.edu for details. Please also inform your manager that you will be using this document to complete performance planning.

  The Office of Equal Opportunity and Title IX can also provide support on accessibility options. Email titleix@du.edu for details.

Quarterly Check-In FAQs

• Are quarterly check-ins required?

  No, but they are strongly encouraged.

• Am I required to document my quarterly check-in in my performance plan?

  No, but it is strongly encouraged. Instructions for doing so can be found in this document.

• Who initiates quarterly check-ins?

  Supervisors are responsible for initiating all steps of the performance management process, including performance planning, quarterly check-ins, and year-end performance reviews. However, either supervisors or employees may initiate quarterly check-ins.

Performance Review FAQs

• What if my supervisor changed during the past performance cycle?

  You should connect with your manager, who will have three options:

  1. Fill out your performance review based on the information they have
  2. Reach out to your past manager and fill out your review based on the information provided
  3. Assign your past manager as a co-planner to complete the performance review on your manager's behalf
• How do I view my completed year-end performance review?

  You can view your completed performance review in Talent@DU by opening the top right menu and selecting "Performance," followed by "Performance Reviews," and then checking the box next to "Show Completed and Expired Tasks."

• What if I can't find my job description?

  Job descriptions are not located in Talent@DU, but kept by the individual units. Ask your budget/business officer and/or supervisor for a copy. You are encouraged to attach your job description to both your performance plan and year-end performance review.

• How can I include documents demonstrating projects or work accomplished over the past year?

  You may add up to three documents per section to share past work accomplishments. These can be added in Talent@DU by selecting the "Your Goals" widget on the homepage, choosing "Edit" from the drop-down menu next to a specific goal, and scrolling down to the "Attachments" section. The maximum file size is 1 MB.

• How do I rate myself on a competency that does not apply to my job?

  All five competencies are applicable to every job on campus. Think about who your customers are (internal/external, peers/vendors, etc.) and apply the competencies to the work you do for them.

• Priorities changed and I was not able to complete one of my goals or objectives. How do I rate myself?

  Rate yourself on the progress you made toward the specific goal or objective given your change in priorities.

• What if I changed roles this year and the goals on my appraisal form are from my old job?

  Job goals and objectives are a dynamic function that can be modified throughout the year to reflect changing priorities. You can still reference work done on goals set prior to the change. While they may not be applicable to your current role, they can still be accounted for.

• What if I disagree with my manager's ratings or comments?

  As part of the performance review process, you and your manager will hold a manager-employee review meeting. This is your opportunity to discuss your performance and professional development work, including your manager's ratings and comments. Following this meeting, your manager will sign off on the review, and it will come to you for your signature. If you still disagree with your manager's ratings or comments, you can select the "Decline to Sign" box on the final page and add your own comments.

• How will I know when my performance review is complete?

  The three-step performance review process is completed with the employee sign-off. Once you enter your name and click "Submit," your review is complete. To view your completed form, select "Performance Reviews" from the top-right menu in Talent@DU, and then check the box next to “Show Completed and Expired Tasks”.

• Can I change my self-review ratings after submitting the form to my manager?

  If you need to modify your self-review, you can ask to have it returned to you by selecting "Reopen Step" after your manager opens the form in step 2. This will send it back to step 1 for your modifications.