Performance Management
The Boulder Campus performance management program for classified staff can be found on the campusÌý.Ìý
In summary, consistent with Colorado Personnel Board Rules, all permanent classified staff, including those who hold permanent part-time employment must receive an annual performance plan, a performance evaluation, and an overall performance rating for each classified staff position an individual employee occupies.ÌýSupervisors are not required to complete performance plans, evaluations, and overall performance ratings for temporary employees including retirees occupying temporary classified staff positions.
General Timeline
The Performance Management cycle for Classified Staff runs from August 1st to July 31st.
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August
Supervisors must conduct evaluation meetings with their employee(s) starting August 1stÌýto close out the previous evaluation cycle (August 1st - July 31st)Ìýof the prior year.ÌýCompleted evaluations can be submitted starting August 1st via DocuSign in PDF form toÌýCAS-Staff@colorado.edu. Once received and reviewed by the College, the College will forward it to Employee Relations for final processing.ÌýAll classified staff hired beforeÌýAugust 1stÌýmust receive an evaluation.
September
A copy of the completed evaluation must be received by the College, via DocuSign, toÌýCAS-Staff@colorado.eduÌýby September 15th. Evaluations must be signed in both "Step 4: Final Written Evaluation" sections on pages 2 and 11. This document must include an Overall Performance Rating. Once received and reviewed by the College, the College will forward it to Employee Relations for final processing.
October
A copy of the completed performance plan must be received by the College, via email to CAS-Staff@colorado.edu, by October 1st. Performance plans must be signed in the "Step 1: Performance Planning" section on page 1. This does not require a performance rating. Once received and reviewed by the College, the College will forward it 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.Ìý