Performance Planning overview

The first step in the Performance Management at DU program is Performance Planning. This is accomplished by completing 3 sections: setting job goals and objectives, reviewing the competencies, and building a professional development plan.

3 sections of Performance Planning

Job Goals and Objectives - Worth 60%  

What do you need to do 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.

"Job Knowledge and Performance":  Every employee has a pre-populated Job Knowledge & Performance item included in this section as an opportunity to outline essential duties and responsibilities.

You can NOW attach your job description into the new system to reference throughout the performance year. 

Competencies - Worth 40%

For all competencies, definitions, and examples.

Professional Development Plan - No rating

Your opportunity to discuss development opportunities for the short-term (job-specific) and long-term (for career).

Process steps & Timing

There are three workflow steps in the Performance Planning process:

1. Performance Planning by the employee - 18 Days

2. Manager Review - 18 Days

3. Employee Acknowledgement *Required* - 6 Days 

The employee must sign off to complete Performance Planning. Once completed, the employee's Job Goals and Objectives will then appear under, "Your Action Items" dashboard when logged into Pioneer@Work, as well as be viewable to the employee's manager.

TIMELINES for Performance Planning

Performance Planning is the first 6 weeks of the cycle year. 

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