Alignment

The critical ability for every individual within the University, no matter their role, to understand how their work supports and connects (aligns) to the short and long-term objectives of the University.

Competencies

The skills and behaviors employees develop and demonstrate to execute their goals and job duties. While goals and job duties articulate “what” is to be done, competencies provide guidelines for “how” that work gets done.

Goals

Observable and measurable future results to be achieved within a reasonably specific timeframe. CU Boulder employees should plan and execute 1-3 team or individual goals during a given performance period.

Job Duties

The general tasks and day-to-day operational responsibilities of a given role, the work generally outlined in a position description. While goals tend to be specific projects to be delivered during specific time frames, job duties remain fairly constant for a given position over time.

Performance Management

The year-long process through which supervisors and employees work together to establish expectations and provide ongoing feedback regarding those expectations. The process consists of three steps:

1. Performance Planning

2. Mid-Year Coaching Review

3. Year-End Evaluation
   
   

Performance Plan

The entire list of goals, job duties, and competencies for every employee that can be created and modified at any time (24 hours a day, 7 days a week) by both employee and supervisor. The only times in which the Performance Plan is not able to be modified are:

1. During Cornerstone software maintenance periods

2. After the Year-End Evaluation has been conducted and finalized by both the employee and supervisor, which occurs at the end of the performance cycle
   
   

Tasks

Supervisors will receive one task for each of their employees, at three separate times during the performance cycle:

1. Performance Planning Task (sent to supervisors at the beginning of the performance cycle)

2. Mid-Year Coaching Review Task (sent to supervisors at the mid-year point of the performance cycle)

3. Year-End Evaluation Task (sent to supervisors thirty days prior to the deadline for the year-end evaluation)

Found on the Home Page, tasks are checklist of items that ensure all required and recommended actions have been taken. Tasks require action which is first reviewed and e-signed by the supervisor and then moves to the employee for confirmation and e-signature. Tasks that have not been completed will display until the last day of the performance cycle.