Year-end Evaluation

An effective performance management program supports employee development, engagement, and retention by providing opportunities for ongoing feedback and meaningful conversations. The year-end evaluation meeting allows supervisors and employees to reflect on the employee’s performance over the course of the evaluation cycle, recognize accomplishments and contributions, discuss opportunities for continued growth and development, and align on future goals and expectations that support department and university priorities.

The year-end evaluation:

  • Provides employees with feedback on their progress and overall performance in relation to the goals established at the beginning of the evaluation cycle.
  • Documents performance outcomes and contributions, including the employee’s achievements, strengths, and areas for continued development.
  • Establishes the overall performance rating for the evaluation cycle and may inform compensation decisions, including merit increases, where applicable.

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 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.Ìý
  • Prepare in June: Employees and supervisors should begin gathering relevant information and reflecting on performance throughout the evaluation cycle. Employees should collect notes, accomplishments, examples of contributions, progress toward goals, supporting data, evidence of performance outcomes, and relevant feedback to help inform their self-evaluation. Supervisors should review performance information and examples of impact to support the development of a thoughtful and accurate evaluation narrative, helping ensure a meaningful year-end conversation focused on achievements, growth, and future development opportunities.
Final Evaluation Submission Methods
  • Cornerstone Users: Employees and supervisors who complete the year-end evaluation process in Cornerstone should complete and submit their evaluations through the Year-end Evaluation task in the system. If you are unsure whether your department or college uses Cornerstone for performance evaluations, please check with your department or college leadership.
  • Cornerstone Knowledgebase: For all support, guidance, and resources related to Cornerstone, please visit the comprehensive . For guidance and support with the University Staff year-end evaluation, please visit the of the Cornerstone Knowledgebase.
  • Cornerstone Help: Please email cornerstonehelp@colorado.edu
  • Paper evaluations need to be submitted by campus mail or electronically via DocuSign. If submitting through DocuSign, please include performance@colorado.edu and Jane.Slauson@colorado.edu as recipients (CC) in the DocuSign routing so the evaluation can be processed, the performance rating recorded in HCM, and the final evaluation uploaded to the employee's personnel file.Ìý
  • The UCB Share Drive and Score Spreadsheet Option has been discontinued.
  • All departments are required to complete and submit a year-end evaluation for each university staff employee. Departments may use their own evaluation forms or systems; however, PART 1 of theÌýÌý must be used to assign and document the employee's official performance rating.Ìý
  • For employees with multiple university staff appointments, supervisors must clearly indicate the university staff position number(s) to which the evaluation and performance rating apply.
  • After the year-end evaluation discussion, both the supervisor and employee should sign the performance rating form to acknowledge that the evaluation has been discussed. An employee’s signature acknowledges receipt and discussion of the evaluation and does not necessarily indicate agreement with the rating.
  • Employees have the opportunity to submit a written response, which will be attached to their evaluation.
  • Supervisors are responsible for retaining the original signed evaluation and performance rating form and providing a copy to the employee.

The Program Director of University Staff Performance Management is available to provide guidance and support related to performance management and calibration questions. Please contact Kylie Southard, Program Director of University Staff Performance Management, at performance@colorado.edu for assistance.

Best Practices for Supervisors Conducting Year-end Evaluations

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

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.

Year-end Resources

University Staff Training Dates and Office Hours