University Staff Performance Management Coaching Guidance

During the Coaching Period: 

  • Cornerstone task launched: January 15
  • Mid-year progress review
  • Conduct a Stay Interview with your employee
  • Have employees start to collect notes, assessments, data, peer reviews, etc.

Resources:

  • Coaching Article from OFA
  • Documenting Performance Behavior
  • Supervisor cohort/peer group/guidance/support network

Suggested Trainings: 

Coaching Reminders for Supervisors

To be an effective supervisor, you must engage with your staff mid-way through the performance cycle, in a coaching session. At least one coaching session per performance cycle is recommended for all university staff employees. The coaching discussion is a formal conversation during which supervisors and employees discuss performance as it relates to the goals and core competencies outlined in the employee's performance plan.  This is a crucial opportunity to formally check in with employees and engage in a two-way dialogue about how they are doing, clarify expectations, and make any needed changes to their goals. 

Tips for Conducting Coaching Discussions 

  • Review Overall Performance
    Summarize the employee’s performance throughout the cycle, referencing any notes, coaching sessions, improvement plans, or disciplinary actions.
  • Evaluate and Update Goals
    Review all goals in the performance plan to ensure they remain SMART (Specific, Measurable, Attainable, Relevant, Time-bound). Adjust content, metrics, tasks, weights, or timeframes as needed.
  • Assess Support Needs
    Determine if timeframes should shift or if the employee needs additional training or resources.
  • Adapt to Change
    Remember, performance plans are dynamic and should reflect changes such as funding, FMLA, or strategic shifts.
  • Align with Institutional Goals
    Ensure the plan connects the employee’s work to institutional priorities. Revise if alignment is unclear.
  • Clarify Expectations
    Confirm that the plan sets clear expectations for work, development, and career growth. Add deadlines, metrics, and behavioral standards where needed.
  • Emphasize Competencies
    Highlight key competencies, including the new Inclusive Excellence competency. Clearly define expected behaviors and communication styles to support a professional environment.

For the most current Boulder campus performance management program information, forms, and user guides, please visit HR Performance. 

For tips regarding supporting and developing employee learning and training in a virtual setting, please visit the CU Boulder Organizational Development site HERE