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Human Resources & Inclusive Community

Performance Management

Performance Management

Frequently Asked Questions

Pioneer@Work

OVERALL PROGRAM FAQS 

How do I update my manager listed?

Contact your Budget/Business Officer.

I was hired after July 1, do I still do an appraisal? Am I merit eligible?

All employees, regardless of hire date are included in the performance management process, including performance planning, quarterly check-ins, and year-end performance reviews.

If you were hired on July 2 or later, you will not be merit eligible for the current year. 

I am a part-time benefitted staff member. Do I need to complete a performance appraisal?

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

What is the difference between Pioneer@Work and the old system?

Pioneer@Work is the new system for performance management, just like all past vendors. 

How do I use the Pioneer@Work Performance Management system?

Review the information on the Performance Management webpages for How-To Guides and videos, FAQs, and  Register for Training . Additionally, you can send an email to performancemanagement@du.edu to request assistance from the Performance Management team.

What is my username and password?

Your username is your DU email address and PioneerWeb password.

How do I reset my password or login information?

Contact IT Help Desk at 303.8714700 for help resetting the password, verifying an email address or with any login error issues.

If an employee is on leave, do they need to complete an appraisal?

In the event that an employee is on leave during their division's 6-week appraisal timeframe (August 15 through Sept 30 for those divisions on the Merit Cycle year and mid-May through June 30 for those divisions on the Academic Cycle year) they do not have to complete an appraisal in order to remain merit eligible. If arrangements can be made to complete an appraisal ahead of time or when they return, it is always best practice to provide the employee with a fair and comprehensive review of their performance.

I am retiring this year, do I need to complete a performance appraisal?

An employee is welcome to complete an appraisal to gain feedback; however, they are not required to complete an appraisal in the year they are retiring. One thing to consider is timing; if an employee is granted a merit award, that will go into effect on January 1.

How do I find out which performance cycle I am on?

Your performance cycle is determined by which division you are housed. Visit the Performance Management overview page and look under the Timelines section to see which performance cycle your division adheres to.

Key Terms

Job Goals and Objectives: Start with the question, What do I need to do this year in order to be successful? By articulating what needs to be accomplished in the performance year. Goals should be specific, measurable, achievable, results-focused and time-bound (SMART). This is the "what" or outcomes and deliverables of your job performance and how you make an impact on the overall mission, vision, values of the university. Employees will be rated on these during the Performance review at the end of the cycle year.

Job Knowledge and Performance:  The knowledge, skills, and abilities (KSAs); essential duties and responsibilities of ones job. Employees will be rated on these during the Performance review at the end of the cycle year.

Competencies: Five competencies that all employees are accountable for demonstrating how they execute their job goals and objectives. Employees will be rated on these during the Performance review at the end of the cycle year.

Professional Development: Professional development enhance performance in the employee's current role, anticipate future needs of the employee's role and unit and in consideration of the employee's career aspirations. This section is not rated and is intended to support development efforts.

Training: Programs and services available through the People Development department in Human Resources and Inclusive Community, select "Add Training" to view a list of options.

Action Step: Custom professional development activity to support your professional development objectives. 

PERFORMANCE PLANNING FAQS

How do I write a job goal and objective?

Start with this question: What do I need to do this year in order to be successful? By articulating what needs to be accomplished in the performance year. Goals should be specific, measurable, achievable, results-focused and time-bound (SMART). This is the "what" or outcomes and deliverables of your job performance and how you make an impact on the overall mission, vision, values of the university. Employees will be rated on these during the Performance review at the end of the cycle year.

How many job goals and objectives do I need to have?

We encourage collaboration between employees and their supervisor to outline what needs to be done to be successful this year. To support this process, reference the employee's job description, team and divisional goals and the university's current strategic plan.

As a manager, can I assign goals to my direct reports?

Supervisors are able to assign goals to their teams and individual direct reports. We encourage collaboration between employees and their supervisor to outline what needs to be done to be successful this year. To support this process, reference the employee's job description, team and divisional goals and the university's current strategic plan.

Can I modify goals?

Goals are a dynamic function and can be modified throughout the year to reflect changing priorities. 

How do I reflect status changes of a job goal and objective? 

As you take steps towards completion, edit the status drop-down in the Performance Plan to reflect your progress.

When are these goals to be assessed?

Final goal review will occur during the year-end review.

How do I modify a job goal and objective?

Use this How-To Guide for step by step instruction (LINK)

How do I record a multi-year job goal and objective?

When you are creating a job goal or objective you will have the option to set the dates at which time you can enter dates beyond the current performance year. 

What does the progress percentage mean?

Once you move past a section, the section will turn solid in the lefthand section list and the percentage will update. The percentage is a simple indicator of the sections you have completed, regardless of entering information (because it is not required).

What is the difference between Development Objective and Future/Career Development Objective in the Professional Development Plan? 

A Development Objective is focused on short-term goals related to one's current role, which a Future/Career Development Objective is focused on long-term career goals.

QUARTERLY CHECK-INS FAQS

Is a quarterly check-in meeting required?

No; however, it is strongly encouraged.

Is it required to document my meeting and add notes in my Performance Plan?

No; however, it is strongly encouraged.

When is my quarterly check-ins?

Quarterly check-ins occur in different months of the year depending on the performance cycle of your division. Visit the Performance Management overview page and look under the Timelines section to see which performance cycle your division adheres to.

Who initiates the quarterly check-in?

It is the responsibility of the supervisor to drive the performance management process for each of their direct reports, including all steps: Performance Planning, Quarterly check-ins, and the year-end Performance Review. However, either the supervisor or the employee can initiate the check-in meeting. 

How do I record notes and including supporting documentation from quarterly check-in meetings?

Use this How-To Guide for step by step instruction  (LINK)

PERFORMANCE REVIEW FAQS

How do I complete a performance review for a part-time temporary hire?

All benefitted staff participate in the Performance Management at DU program and are required to complete performance planning and reviews regardless of their hire date. 

How do I view my completed year-end review?

Check back for more information soon...

What do I do if I don't have a job description? 

Job descriptions are not located in Pioneer@Work, the Performance Management system. Job descriptions are kept in the units. Ask your budget/business officer and/or supervisor if they have a copy on file. You are encouraged to attach your job description to the Performance Planning and/or year-end Performance Review. 

Does a manager have to complete their direct reports' Performance Plan?

Yes, a supervisor is required to complete their step of the Performance Planning process for each of their direct reports. 

Check back for more information soon...

How do I rate myself on a competency that doesn't 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.

How do I rate myself?

Rate yourself on the progress you made on the specific goal given the change in priorities.

I've changed roles this year and the goals that fed into my appraisal form are from my old job. What do I do?

Goals are a dynamic function and can be modified throughout the year to reflect changing priorities.