Performance Management For University Staff
Performance Management - University Staff
At UCCS, we believe our employees are the foundation of our success. We are committed to hiring, developing and retaining top talent. Our performance philosophy emphasizes recognizing and rewarding exceptional contributions through meaningful support and compensation.
Performance management at UCCS is an ongoing, collaborative process - not just a once-a-year-event. All managers and employees are expected to participate in a formal annual review, aligned with the standards of their employment group. This review serves to reflect on key accomplishments and assess overall performance from the previous year.
** 2024-2025 performance evaluation materials have been removed from this webpage. If previous materials are needed, contact hrhelp@uccs.edu.
2025-2026 Performance Evaluations
We are excited to launch Cornerstone, our new performance evaluation system, beginning with the 2025-2026 evaluation cycle. Cornerstone introduces an updated evaluation timeline, a new 2-point rating scale, and 5 revised job competencies designed to bring greater clarity and consistency to the performance process.
Before getting started, we encourage employees and supervisors to review the updated timeline, rating scale details, and competency descriptions.
Please visit UCCS HR Training Webpage for Training sessions on how to use Cornerstone.
Evaluation Timelines
Timeline
July 1 - June 30
Performance evaluation period.
August 30, 2025
Goal planning and supervisor approval for the 2025-2026 performance evaluation cycle is due in Cornerstone.
January 2026
Connected conversations (mid-year check ins) are to take place.
August 15, 2026
Employee self-review of annual performance evaluation is due.
September 1, 2026
Supervisor sign-off of annual performance evaluation is due.
2025-2026 Evaluation Rating Scales
1. Needing Support
Inconsistently demonstrated respectful, collaborative, ethical, responsible, and inclusive behavior and/or departmental values.
Results of Job Responsibilities, Skills, and Goals:
• Low proficiency in core job knowledge and required competencies.
• Work product does not meet quality standards for team and/or may be late.
• Progress on skill development is lacking or not occurring.
• Goals have not been met or little to no progress has been made.
of position
2. Performing
Consistently demonstrates respectful, collaborative, ethical, responsible, and inclusive behavior and/or departmental values.
Results of Job Responsibilities, Skills, and Goals:
• Exhibits proficiency in core job knowledge and required competencies.
• Work product is of quality and produced on time.
• Skills have been identified and progress has been made in their development.
• Goals have been met or made progress towards achieving.
Cornerstone Resources
For one pages and step-by-step navigation guidance, please refer to the resources below:
Connected Conversation training opportunities will soon be available
For previous training opportunities, including an introductory Cornerstone Goal Planning training, please visit the Human Resources Training webpage.
For individual support, contact the Employee Relations team at kespindo@uccs.edu or bheaden@uccs.edu.