Skip navigation

Human Resources & Inclusive Community

Performance Management

People Development

Performance Management



Human Resources & Inclusive Community (HRIC) is thrilled to announce the implementation of its new performance management system. Utilizing software by Cornerstone, the new system, [email protected] will allow benefited employees to create goals, schedule check-ins and more.

Join us for a Town Hall to learn more, no need to register:

  • Jan 8, 3 pm - 4 pm, AAC 290
  • Jan 10, 11 am - 12 pm, AAC 290
  • Jan 16, 2 pm - 3 pm, AAC 290

Performance Planning in the new system [email protected] will go live campus-wide starting in January 2020 at which point all employees can enter the system to set goals and go through the performance planning process.

Until the new system goes live in January, please continue to meet with your manager to plan your goals for the 2019-20 year. To support you in this process, please use the SMART Goals Worksheet.

Performance Management at DU

Benefitted staff participates in the Performance Management at DU program, designed to encourage regular conversations with a focus on employee development. The system currently being used for this program is Cornerstone, one of CUPA-HR's preferred providers.

Performance Management at DU program includes:

Yearly Tasks

Performance Planning - First Quarter of the Year

Performance Planning includes three parts: setting job goals and objectives, reviewing the 5 competencies, and creating a professional development plan. Performance Planning is done at the beginning of the fiscal year or merit performance cycle (depending on your division). Goals help make sure that what you're doing aligns with the organization's mission and priorities.

Quarterly Check-Ins: Second and Third Quarter of the Year

Quarterly Check-Ins give employees and managers an opportunity to discuss goal accomplishments thus far; explore and understand priorities for the remainder of the year; and discuss progress against 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: Fourth Quarter of the Year

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. 

Performance Cycle Timelines

There are two Performance Cycle timelines at the University of Denver, as follows: 

Performance Cycle Timelines

Merit Cycle Year

All divisions (except those on the Academic Cycle Year)

Academic Cycle Year

Controller's Office
Campus Life and Inclusive Excellence
University Health and Counseling Services
Athletics & Recreation
Campus Safety
Ricks Center