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Program Components

The program features four essential phases to ensure ongoing coaching and clarity:

1. Goal Setting and Performance Planning: A required meeting at the beginning of the cycle to review the campus mission, align work plans, establish goals, and review required training.Ìý
2. Mid-year Progress Review (Mid-year Coaching): A documented check-in to provide constructive feedback, assess progress, and adjust work plans based on changing business conditions.Ìý
3. Year-end Performance Review: A mandatory meeting to review accumulated performance data, goal achievement, and training completion.Ìý
4. Final Rating: Supervisors develop a final rating based on job requirements and standardized levels, which is then discussed with a second-level Reviewer prior to finalizing. Note: Failure to provide timely plans or evaluations can result in disciplinary action for the supervisor. Ìý

Additionally, for employees hired after November 18, 2021, supervisors must conduct an informal performance discussion after the first 90 days of a probationary period or trial service.Ìý

Dispute Resolution

CU utilizes a specialized, informal approach to resolving disputes related to final overall performance evaluations or the application of the program.Ìý

• Internal Stage: Employees must initiate a dispute within five working days. This begins an informal resolution process with the second-level supervisor. If unresolved, it can advance to a formal written process decided by the Appointing Authority.Ìý
• External Stage: If dissatisfied with the internal conclusion, certified employees may escalate their dispute to the State Personnel Director within five days of the department's final decision.

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