In 2021, the campus announced a shift in the performance management cycle for university staff employees, and in 2022 a shift in the performance management cycle for classified staff members. The new Univerisity聽Staff performance cycle, July 1 -June 30,聽 is now permanently implemented for the 2022-23 performance year. The new Classified Staff performance cycle is running from April 1, 2022- July 31, 2023, for the 2022-23 performance year. (In all future years, the Classified performance cycle will run from August 1- July 31).
For all supervisors of University and/or Classified staff, it is that time of year to start conducting coaching sessions with your staff.听 To be an effective supervisor, you must engage with your staff mid-way through the performance cycle, in a coaching session.听The coaching discussion is a formal conversation聽during which supervisors and employees discuss performance as it relates to the goals and core competencies outlined in the employee's聽performance plan.听 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.
University Staff
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At least one coaching Session per performance cycle is RECOMMENDED聽for all University staff employees.
Classified Staff
- At least one coaching Session per performance cycle is MANDATORY for all Classified employees.
- To facilitate the new timelines and accommodate the extended classified cycle for 2022-2023, it is recommended that supervisors of classified and their employees participate in a second formal 鈥渃oaching鈥� or feedback session during the month of February. This recommendation is meant to provide continuity from the fall 2022 (optional) coaching session, and to ensure performance and feedback discussions remain a supervisory priority until the final evaluation in August 2023.听
Tips for Conducting Coaching Discussions
When conducting a formal coaching session, consider doing the following:
- Discuss the employee's performance for the entire cycle to this point.
- Discuss any notes you have kept up to this point regarding the employee's performance, including any prior coaching sessions, performance improvement plans and/or any disciplinary communications/actions.
- Discuss and revise all goals within a performance plan to ensure the content, measurement method, tasks and targets, weights, and timeframe are still SMART.听
- Specific, Measurable, Attainable, Relevant, Time-bound)聽 If not, what edits should be made to make them SMART?聽 Do timeframes need to change? Or does the direct report need additional training or additional resources?
- Remember, performance plans are not static, they are meant to be altered and changed throughout the cycle year, depending on situational changes (e.g.) perhaps funding changes, an employee goes on FMLA, changes to strategic visioning or goals, etc.).
- Does the plan help align an employee鈥檚 work and campus resources to clearly defined institutional aspirations and imperatives (goals)?聽 If not, what edits need to be made to make it so?
- Does the plan establish clear expectations between employees and supervisors around work, professional development, and career growth opportunities?聽 If not, what edits need to be made?聽 Can clear deadlines, measurement factors, behavioral expectations be added?
- Does the plan reinforce organizational values by placing appropriate emphasis on competencies? (Please note that an additional competency has been added to the performance planning form in support of Inclusive Excellence).听 Competencies are a great way to measure the 鈥渟oft skills鈥� that are imperative for a professional and successful work environment. Be clear and specific about the behaviors and communication styles that are expected.
**Remember, performance plans are not static; they are meant to be altered and changed throughout the cycle year, depending on situational factors that change (i.e., perhaps funding changes, the employee goes on FMLA, there are changes to strategic visioning or goals, etc.).**
**Competencies are a great way to measure the values and behaviors imperative for a professional and successful work environment. Be clear and specific about the behaviors and communication styles that are expected.**
The Coaching tasks for both University Staff and Classified Staff employees have been launched in Cornerstone and are currently available. The Cornerstone Support team will be offering 3 open forum support sessions, dates, and times listed below, which will be available for any member of campus to join.
- 02/15/2023 at noon
- 03/01/2023 at noon
- 04/05/2023 at noon
These support sessions can be accessed here:聽
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 抖阴旅行射 Boulder Organizational Development Site