System Administration’s performance development cycle is designed to help employees meet their current responsibilities and support their professional growth.
Each year, CU System Administration employees work with their supervisors to assess their overall work performance, set benchmarks for improvement and develop goals to enable their professional growth.
2024-25 Performance Year
System HR has launched a pilot program for university staff to remove the 5-point rating scale. By moving away form numeric ratings, performance development focuses on ongoing conversations throughout the year to provide more relevant feedback to grow as professionals.
Please note: This new program effects only university staff. Classified staff processes remain the same.
Learn more about the program:
June 13 – Aug. 16: Year-End Performance Conversations
Beginning July 2024, the System performance cycle will feature four connected conversations throughout the year focusing on continuous feedback and support. Resources throughout each step of the performance cycle are available for both non-Cornerstone and Cornerstone users.
Employees will be assessed as either "Performing" or "Needs Support" at the end of their performance conversation. We understand these two classifications are new and that every individual’s performance is varied and nuanced — a person may be excelling in some aspects of their role and struggling in others. To more fully explain these two rating categories and help supervisors confidently assess the performance development needs of individual employees, we’ve created a video and FAQ that walks you through a more detailed explanation of each rating category.
Performance resources
Visit the Performance Development SharePoint (Single-Sign On required) to find required training, performance forms and step-by-step guides for Cornerstone and non-Cornerstone users.