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.

2023-24 Performance Year

Beginning Jan. 15, 2024, System HR is launching a pilot program to remove the 5-point rating scale. By removing the ratings, performance development focuses on ongoing conversations throughout the year to provide more relevant feedback to grow as professionals.

Learn more about the program:

For the remainder of the performance cycle, mid-year and year-end performance conversations will take place:

  • Jan. 15 – March 1: Mid-year check-in and connected conversations for employees hired before Dec. 1, 2023
  • July 1 – Aug. 15: Year-end performance conversations

Beginning July 2024, performance cycles 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.

Performance resources

Non-Cornerstone Users - University Staff

Goal Setting

Connected Conversations for Performance Year 23-24

Connected conversations are a set time to set goals, reflect on past performance feedback and coach on future development opportunities. This is your chance to reflect on what you’ve done so far this cycle, what you’d like to achieve and what you need to be successful in meeting your goals.

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Connected Conversations mid-year steps

  • Employees should fill out the Connected Conversations form, update any progress on their goals and share it with their supervisor.
  • Supervisors should review the form, have a conversation with their employees to discuss their performance and provide feedback.
  • Supervisors should share any comments that they included on the mid-year form with their employee.
  • All of this should be completed by March 1. Nothing should be submitted to HR.

The guides below will help you navigate this process in Cornerstone.

Year-End

Year-end connected conversations focus on what you’ve accomplished this performance cycle, talk about career and development aspirations and determine successes and development opportunities.  

Cornerstone Users

The Cornerstone Performance management system empowers employees and supervisors to set clear, attainable goals for professional growth and measure their success. Establishing individual employee goals and aligning them with department goals not only enhances performance, but builds collaborative relationships between employees, teams and their supervisors focused on using dialogue and feedback as developmental tools.

University Staff in most System Administration departments use Cornerstone. 

  • Advancement
  • Board of Regents
  • CU Health Plan (Trust)
  • Employee Services
  • Employee & Information Services
  • Internal Audit
  • Office of Information Security
  • Procurement Service Center
  • Risk Management
  • University Information Services
  • University Relations

 

Goal Setting

Connected Conversations for Performance Year 23-24

Connected conversations are a set time to set goals, reflect on past performance feedback and coach on future development opportunities. This is your chance to reflect on what you’ve done so far this cycle, what you’d like to achieve and what you need to be successful in meeting your goals.

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Connected Conversations mid-year steps

  • Employees will receive an email from Cornerstone, then will fill out the mid-year form questionnaire and update progress on their goals to share with their supervisor.
  • Supervisors will review their employee’s updates, then meet to discuss performance and provide feedback.
  • Supervisors should share comments on the mid-year form in Cornerstone, then submit it for their employee to review.
  • The employee reviews supervisor comments and acknowledges they reviewed them.
  • All of this should be completed by March 1. Nothing should be submitted to HR.

The guides below will help you navigate this process in Cornerstone.

Year-End

Year-end connected conversations focus on what you’ve accomplished this performance cycle, talk about career and development aspirations and determine successes and development opportunities. 

The guides below will help you navigate this process in Cornerstone.

Classified Staff

Goal Setting

All supervisors of classified staff are required to complete the CU: Performance Management course in Skillsoft. This training is also available for supervisors looking for a refresher course or any other non-supervisory staff. The CU: Performance Management course provides supervisors with a convenient resource to fulfill obligations to complete performance plans and evaluations for classified staff.

Year-End

Year-end connected conversations focus on what you’ve accomplished this performance cycle, talk about career and development aspirations and determine successes and development opportunities.