Performance Management

Talent Acquisition & Development

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All benefited staff participate in the Performance Management at DU program—a refreshed approach designed to support growth, clarity, and connection. The new process encourages regular, meaningful conversations between employees and supervisors, with an emphasis on job responsibilities, core competencies, and professional development.Ìý

The program includes structured annual activities like performance planning and reviews, helpful system reminders, and a modern platform (PageUp) that makes it easier to track progress and stay engaged throughout the year. Check out our this fall as we showcase the new PageUp Performance Review system.Ìý

Click links below for more information:

Announcements

Performance Management Cycle Update

Performance Management Cycle Now Aligned with Fiscal Year

Performance Year: July 1 – June 30Ìý

The updated process is part of DU’s ongoing effort to create a more connected and intentional experience across the employee lifecycle—ensuring that performance evaluations are fair, timely, and reflective of the important contributions staff make every day.Ìý

The ºÚÁÏÃÅ is aligning its performance management cycle with the fiscal year (July 1–June 30) for both faculty and staff. This change improves consistency, supports institutional planning, and ensures evaluations reflect contributions made during the same financial period.
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To support this transition:
  • Performance will launch in PageUp for the first time on January 5, 2026, covering the period from July 1, 2025 to June 30, 2026.
  • This six-month cycle will bridge the shift to the new timeline, with full-year cycles resuming thereafter.
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Key details:
  • Faculty reviewsÌýwill open September 1 and close by October 15 in future years (units may begin as early as August 1).
  • Staff reviewsÌýwill follow a July 1–August 15 timeline annually.
  • Merit eligibilityÌýis based on hire date and time worked during the fiscal year:
    • Hired July 1–July 31: Fully eligible
    • Hired August 1–March 31: Pro-rated eligibility
    • Hired April 1–June 30: Not eligible (fewer than 90 days in role)

Performance Cycle Tasks

Supervisor Identifies Core Responsibilities -
Supervisors begin the cycle by identifying 5–7 essential functions performed by the employee—essentially, what they were hired to do. These should be drawn from the job description, internal documentation, and the supervisor’s understanding of the role. Supervisors will also review the core competencies. This step sets the stage for the year and provides clarity on expectations. Review Core Responsibilities & Competencies for more information.

Reviewing Expectations Together -
The supervisor and employee meet to ensure expectations are clear and the three competencies are understood. The rating scale that will be used during the final evaluation is also reviewed at this time. This conversation is an opportunity to establish shared understanding and alignment early in the cycle.

Check-In for Clarity and Connection -
Midway through the cycle, both the supervisor and employee will receive a prompt to check in with each other. If regular 1:1s are already happening, this conversation can be part of those ongoing meetings. No action is required in the system, though core responsibilities remain editable. The Talent@DU system also includes a "1-on-1" feature where either party can capture notes from check-ins throughout the year. Review Check-Ins for more information.

Employee Self-Reflection -
Employees will have the opportunity to complete a self-reflection by providing a narrative on how they have performed relative to their core responsibilities and the competencies. They will not assign themselves a numerical score, but can link journal entries and request external feedback through the system. Review Performance Reviews for more information.

This step is optional. Employees will have a window of time to complete this. If they choose not to participate, the review will move forward to the supervisor evaluation.

Supervisor Evaluation -
Supervisors assign a numerical score (1–4) to each of the core responsibilities and to each of the three competencies. The system automatically calculates the final score using the weighted structure: 70% for Core Responsibilities and 30% for Core Competencies. The final average may include decimal points, with 1 being the lowest and 4 the highest. Review Performance Reviews for more information.

Employee/Supervisor Review Meeting & Acknowledgement -
The supervisor and employee meet to review the evaluation, discuss key takeaways, and connect around future growth. The supervisor may choose to edit the evaluation based on the discussion. Once finalized, both parties will acknowledge the review in the system—formally concluding the performance process for the year.

Talent@DU Notifications

More information coming soon

Performance & System Transition FAQs

Please visit our Frequency Asked Questions web page for more information.Ìý

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