Classified Staff Performance Management Planning Details

A well-crafted performance plan informs employees of the criteria that will be used to evaluate their performance several months into the future. Every employee's performance plan should align with unit goals and objectives comprising the campus's strategic plan. The performance plan provides important clarity to employees on the priorities for their job. The plan also provides a basis upon which you can direct coaching and development activities toward each employee throughout the evaluation period.

Performance planning requires a meeting between the employee and their supervisor at the beginning of the performance cycle. The planning meeting consists of: 

1. A review of the campus’s mission and goals. 

2. A review and discussion of the work plan for the upcoming year. This work plan typically contains the priorities for the year. 

3. A review and discussion of the employee’s position description (with updates made as needed). 

4. A discussion of the employee’s goals and expectations related to CU’s competency areas. 

5. A review of required and optional training. 

If a supervisor fails to provide an employee with a performance plan, the reviewer is responsible for completing the plan. If the reviewer fails to complete the plan in a timely manner, the reviewer's supervisor is responsible for completing the plan and on up the employee's line of supervision until the employee's performance plan is completed. 

Sanctions for failure to provide an employee with a performance plan will be imposed, up to and including disciplinary action. Absent extraordinary circumstances, failure by a supervisor to provide a timely plan, results in corrective action and ineligibility for merit pay. If the individual performance plan or evaluation is not completed within thirty (30) days of the corrective action, the designated rater shall be disciplinarily suspended in increments of one (1) workday following the pre-disciplinary meeting. 

Performance Plan Guidance

• Plans should engage the employee and create a sense of personal responsibility in meeting individual, department, and university objectives 
• Differentiation of Work: Goals, Job Duties, Competencies 
• Be sure to consider an employee’s experience/tenure within the position 
• Foster collaborative goal-setting dynamic 
• Empower employees to set their own goals 
• Utilize the SMART model for constructing goals 
• Align and cascade employee goals from University Imperatives and department or college strategic vision 
• If the employee is a supervisor, there must be at least one goal that relates to supervisory duties. 

Consider Employee Developmental Stage

• Develop in current role –expand the depth of knowledge or experience in order to exceed in role or coaching to be fully successful in the role. (New employee/employee not currently fully successful in role) 
• Develop for high performance – create stretch assignments targeted to see if a high-potential employee can go beyond the base expectations of current role. (Employee succeeding in current role) 
• Develop for high potential – create stretch assignments targeted towards a career path (a different or higher level role than current role).  (Employee excelling in current role) 
• Plans can be adjusted during the evaluation year. Make note of changes.