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 Evaluations
As we wrap up the 2024-2025 evaluation cycle, please review the following information.
The conclusion of this cycle will use the previously established evaluation form that includes sections for employees self-review, supervisor review, and the overall 5-point rating scale. The following timeline remains unchanged.
**Please note, while you are having your 1:1 evaluation discussions for the 2024-2025 evaluation cycle, you are welcome to discuss and draft your 2025-2026 goals on the current form. However, if you draft your 2025-2026 goals on the current form, you will need to enter these goals in Cornerstone. for more information about entering goals into Cornerstone, please navigate to the 2025-2026 Performance Evaluation section of this page.**
2024 - 2025 Evaluation Timelines and Forms
Human Resources requires the Annual Performance Forms to be submitted. Copies of the performance evaluation many be kept with the employee and/or department. The evaluation forms may be submitted by attaching the form to an email to hrhelp@uccs.edu. Supervisors or department business partners may attach multiple evaluations to one email message. Please submit your completed 2024-2025 Performance Evaluation form by September 1, 2025.
Timeline
July 1 - June 30
Performance evaluation period.
June 30
Evaluation period ends.
September 1
Annual performance forms must be submitted to hrhelp@uccs.edu. Supervisors and employees should retain copies of the final evaluations for their records.
2024-2025 Evaluation Rating Scales
1. Fails to Meet Expectations
Consistently fails to meet expectations and improvement is needed in most aspects of position
2. Below Expectations
Frequently fails to meet expectations and improvement is needed in these areas.
3. Meeting Expectations
Consistently fulfills performance expectations and periodically may exceed them. Work is of high quality in all significant areas of responsibility.
4. Exceeding Expectations
Always achieves performance expectations and frequently exceeds them. Demonstrates performance of a very high level of quality in all areas of responsibility.
5. Outstanding
Far exceeds performance expectations on a consistent and uniform basis. Work is of exceptional quality in all essential areas of responsibility. In addition, makes an exceptional or unique contribution in achievement of the unit, department, and University objectives.
2025-2026 Performance Evaluations
We are excited to launch Cornerstone, our new performance evaluation system, beginning with the 2025-2026 evaluation cycle. As you complete your 2024-2025 performance evaluations, please keep in mind that goal planning for the 2025-2026 evaluation cycle will be completed in Cornerstone, and not the current form.
The launch of Cornerstone also comes with an updated timeline for the 2025-2026 evaluation cycle, a new 2-point rating scale, and 5 new job competencies. Before logging in to Cornerstone, please review the following information.
Please visit UCCS HR Training Webpage for Training sessions on how to use Cornerstone.
2025 - 2026 Evaluation Timelines
The upcoming 2025-2026 evaluation cycle will still utilize the July 1 - June 30 annual window. Please note the additional deadlines for Goal Setting, Connected Conversations, Employee Self Evaluations, and Supervisor Sign-Offs.
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
To begin your Cornerstone journey, please review the following resources:
Training Opportunities
For additional Cornerstone training, please attend one of the following workshops, hosted by the Human Resources Employee Relations team:
Additional sessions will be scheduled as needed.
For individual support, contact the Employee Relations team at kespindo@uccs.edu or bheaden@uccs.edu.
Additional training sessions for generalized performance evaluation guidance can be found on the Human Resources Training webpage.