Year-end Evaluation

An effective performance program helps support, develop, and retain employees. The year-end evaluation meeting gives supervisors and employees a chance to discuss performance, strengths, growth areas, and alignment with department and university goals. 
  • The performance evaluation provides employees with clear feedback on how well they met their goals set at the start of the cycle. It determines the overall performance rating and supports decisions about merit increases.
  •  It’s important to show how an employee’s work contributed to these goals throughout the year. When documenting performance, use clear examples to highlight the employee’s impact and value.

Reminders

  • Consider a Self-Evaluation: Supervisors should consider requesting a self-evaluation from their employees. Consider the employees' self-evaluation when completing your assessment of their performance. Please reference a self-reflection template you can utilize.
  • Calibration: Calibrate ratings with your unit for the evaluation and the next planning cycle. Please refer to your department's HR personnel if your department participates in calibration and to confirm your department-specific timelines. Learn more about calibration. 
  • Prepare in June: Employees should collect their notes, assessments, reflections, data, evidence of measurement factors, and possible peer reviews to help inform their overall rating assessment or performance and evaluation narrative. This will help supervisors formulate the content for their evaluation narratives and help employees begin to organize and prepare for their self-assessment.
Final Evaluation Submission Methods
  • Paper evaluations need to be submitted by campus mail or electronically via DocuSign. Please add Jennifer.E.Myers@colorado.edu and Jane.Slauson@colorado.edu as CC’s to the DocuSign routing to ensure that scores will be uploaded into HCM, and the final evaluation will be uploaded to the employee personnel file 
  • UCB Share Drive and Score Spreadsheet Option has been discontinued.

The Office of Employee Relations is available to provide guidance and answer performance management and calibration questions. Please contact Employee Relations, (303.492.6475), hrer@colorado.edu, with any questions.

  • Regardless of whether departments choose to develop their own plans, all departments must submit a written evaluation for each university staff member and must use PART I of the   University Staff Planning and Evaluation Template when assigning performance ratings to their employees. For employees holding multiple university staff appointments, supervisors must indicate to which university staff position number(s) the rating form and evaluation form apply.
  • The employee has the right to attach a response to the evaluation and rating form. The supervisor and employee will sign the performance rating form to acknowledge that the rating has been discussed. The supervisor will retain the original signed rating form and evaluation and will provide a copy to the employee.

A copy of the employee’s evaluation and performance rating, signed by both the employee and the employee’s supervisor, must be submitted to Human Resources, 565 UCB, by the end of each performance cycle.

The Office of Employee Relations is available to provide guidance and answer performance management and calibration questions. Please contact Employee Relations, (303.492.6475), hrer@colorado.edu, with any questions, or the Performance Management Program Director, Kylie Southard, Kylie.Southard@Colorado.edu. 

Best Practices for Supervisors Conducting Year-end Evaluations

Prepare for a Meaningful Evaluation 
  • Review the employee's performance across the entire evaluation period to ensure a balanced and comprehensive assessment. 
  • Reference specific examples, outcomes, and contributions that demonstrate performance against established goals and responsibilities. 
  • Consider feedback and observations from colleagues, stakeholders, and project partners when appropriate. 
  • Evaluate both accomplishments and challenges, recognizing factors that supported or impacted performance throughout the year. 
  • Review progress toward goals, changes in responsibilities, and evolving priorities that may have influenced results. 
Create the Right Environment for the Conversation 
  • Schedule adequate, uninterrupted time for the discussion. 
  • Meet in a private setting that encourages open and candid dialogue. 
  • Approach the evaluation as a collaborative conversation focused on reflection, feedback, development, and future success. 
  • Encourage employees to share their perspectives, accomplishments, challenges, and aspirations. 
Conduct an Effective Performance Discussion 
  • Recognize key accomplishments and contributions, using specific examples to illustrate impact. 
  • Discuss strengths that support continued success and identify opportunities for growth and development. 
  • Provide clear, constructive feedback that is actionable and focused on behaviors, outcomes, and expectations. 
  • Clarify performance expectations, priorities, and responsibilities for the coming year. 
  • Partner with the employee to identify resources, support, and development opportunities that will help them achieve future goals. 
Look Ahead 
  • Use the year-end evaluation as a bridge to the next performance cycle. 
  • Discuss upcoming priorities, professional development interests, and career growth opportunities. 
  • Begin aligning on meaningful goals that support individual success, team objectives, and university priorities. 

Year-end Dates

  • Final Evaluations: The 2025-2026 Performance Cycle Evaluation will be available from July 1, 2026, through Sept. 15, 2026, for University Staff.
  • Deadline: Please note the final submission deadline to campus HR is September 15, 2026, for the 2025-2026 Performance cycle.
  • 2026-2027 Goal Setting & Performance Planning: More information available later this summer. 

Year-end Resources

University Staff Training Dates and Office Hours