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Consistent with Regent Law (Article 3.D), Regent Policies (3.G.D. and 11.C.3.), and the Administrative Policy Statement on Ìý, all university staff, including those who are partially or fully grant-funded, must receive an annual performance plan, performance evaluation and an overall performance rating for each university staff position an individual employee occupies. Supervisors are not required to complete performance plans, evaluations and overall performance ratings for retirees occupying temporary university staff positions.

Lastly, although there is not a formal dispute resolution process for university staff performance management, university staff are encouraged to directly address and resolve questions and concerns regarding performance management planning and evaluation.

The 91ÃÛÌÒ¸ó Campus performance management program for university staff can be found on the campusÌý

General Timeline

The Performance Management cycle for University runs from July 1st, to June 30th each year.

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July

Supervisors must conduct evaluation meetings with their employee starting July 1stÌýto close out the previous evaluation cycle (July 1st - June 30th)Ìýof the prior year.ÌýCompleted evaluations can be submitted toÌýCAS-Staff@colorado.eduÌýstarting July 1st via DocuSign in PDF form. Once received and reviewed by the College, the College will forward it to Employee Relations for final processing.

August

A copy of the completed evaluation must be received by the College, via DocuSign, toÌýCAS-Staff@colorado.eduÌýby August 15th. Evaluations must be signed in the "Performance Evaluation Signature" section and include an Overall Performance Rating. Once received and reviewed by the College, the College will forward it to Employee Relations for final processing.

September

A copy of the completed performance plan must be received by the College, via email to CAS-Staff@colorado.edu by September 1st. Performance plans must have signatures in the "Performance Planning Signatures" section. This does not require a performance rating. Once received and reviewed by the College, the Collage will forward to Employee Relations for final processing.

January

Supervisors should hold mid-year conversations/coaching with employees.

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Coaching Sessions

The performance management process also requires that at least one coaching session/progress review meeting should occur and be documented in the performance management plan with accompanying acknowledgement signatures on the plan signature page, within the plan year. If only one coaching session is held, it should be scheduled for the month of January.

For all other questions pertaining to staff performance management, please contact Tracee DeAntoni at Tracee.DeAntoni@colorado.edu