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Human Resources & Inclusive Community

Performance Management

People Development

Performance Management


Human Resources & Inclusive Community (HRIC) is thrilled to announce the new Performance Management at DU program. Utilizing software by Cornerstone, the new system, Pioneer@Work will allow benefited employees to create goals, document check-ins and more.

Where are your past reviews? To access Performance Reviews from 2015 through 2019, you can still access our past system, SilkRoad by logging in here. Go to Appraisals under Reports, and download and save any reports. 

If you are interested in getting Performance Reviews prior to 2015, please reach out to your HR Partner or email

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

Divisions on the
Merit Cycle Year 

Divisions on the
Academic Cycle Year

  • Office of Graduate Education
  • Arts & Humanities/Social Sciences
  • Ritchie School of Eng & Comp Sci
  • Natural Sciences and Math
  • Daniels College Of Business
  • Sturm College of Law
  • Morgridge College Of Education
  • Fisher Early Learning Center
  • Graduate School Of Prof. Psychology
  • Josef Korbel School Int'l Studies
  • Graduate School Of Social Work
  • University College
  • Colorado Women's College
  • Office of Resrch & Sponsored Progs
  • University Libraries
  • Provost
  • University Academic Programs
  • Registrar
  • Centers & Institutes
  • Internationalization
  • English Language Center
  • Institutional Priorities
  • Financial Affairs
  • Student Financial Services
  • Shared Services
  • Enterprise Risk Management
  • Conferencing and Event Services
  • Facilities Planning & Management
  • Internal Audit
  • Information Technology
  • General Counsel
  • Chancellor
  • Admission
  • Newman Center
  • Advancement
  • Marketing & Communications
  • DU Agency Organizations
  • Campus Life & Inclusive Excellence
  • Ricks Center
  • Campus Safety
  • University Health & Counseling Serv
  • Residence
  • Athletics & Recreation
  • HR and Inclusive Community
  • Financial Services-Controller