Search

Human Resources launches redesigned performance management program

CU Boulder Human Resources is launching the first phase of a multi-year effort to transform the performance management program, beginning this summer. The updates are designed to create a more consistent, transparent, and development-focused experience for university staff and supervisors. This will emphasize a culture of feedback, growth and development, and recognition across campus. The new program enhancements will also highlight “how” employees carry out their work, not just the work itself. 

Phase 1 focuses on foundational improvements that streamline processes, clarify expectations, and align individual contributions with departmental and team goals and the university’s institutional priorities. While the first phase applies only to university staff and supervisors, the new program represents a broader shift toward employee improvement and development through ongoing coaching and leadership support, not just annual ratings.

What’s changing

Key updates will take effect this year, including: 

  • Shift to a values-based culture: When the campus shared values are approved, anticipated in the fall, they will become integral to how performance is measured, defined, and discussed. Performance will be evaluated based on both what is achieved—the results and outcomes delivered—and how the work is accomplished, including alignment with the campus shared values.
  • Enhanced goal setting: Supervisors and employees will work together to establish one to three goals that align with team, unit, and institutional priorities. In addition, all university staff will include a growth and development goal, and supervisors will include a supervisor goal as part of their performance plans. 
  • Cornerstone improvements: Intuitive landing page, streamlined goal setting, improved reporting, clear icons, and alignment between goals and institutional priorities. Continuous enhancements improve usability, and use of Cornerstone is strongly encouraged to support consistent reporting across campus.  

Beginning in 2027

  • Mid-year Connected Conversation: Beginning January 15, 2027, this new framework will replace the Mid-year Coaching for university staff. This formal discussion allows supervisors and employees to review goals, align on expectations and identify opportunities for continued growth and success.
  • Enhanced rating scale: Beginning July 1, 2027, employees and supervisors will receive clearer performance indicators to support more consistent and holistic evaluations. 
  • Calibration: Beginning July 1, 2027, performance evaluations will be supported by a formal calibration process designed to promote consistency, equity, and trust across the organization. We will begin by piloting the calibration process within select units, allowing us to learn and refine the approach before broader implementation. 

What to do now

University staff should complete year-end evaluations, due Sept. 15, 2026, and begin goal setting and performance planning. To support this change, Human Resources is offering training sessions and office hours for all university staff and supervisors. Refer to the training and office hours website to register. 

Looking ahead

Transforming the current performance management program reflects CU Boulder’s commitment to investing in its employees. By shifting the focus to continuous feedback, shared accountability, and intentional opportunities for development and growth, the redesigned program can better support our employees. We want every individual to have a clear understanding of what success looks like in their role and to see how their day-to-day contributions advance CU Boulder’s broader mission. This change shifts performance management from a retrospective, administrative exercise to a true ongoing partnership which gives university employees the clarity, tools, and continuous support needed to thrive.