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Dear Colleagues,

We are excited to announce the launch of a new and improved Performance Review process for benefited staff designed to be clearer, more meaningful, and easier to use.

Beginning this fall, all benefited staff will transition to the PageUp Performance Module, which will replace our current system, Cornerstone. Cornerstone has also housed our Learning Management (new hire training, asynchronous learning, campus-wide assigned trainings), which will move to Canvas Catalog.

Importantly, PageUp is already our applicant tracking system (ATS). By expanding its use to include performance management, we are streamlining our systems and reducing annual costs to the University. We have also acquired PageUp’s onboarding and succession planning modules, which are currently in development and slated for launch later this year.

This change reflects a thoughtful and inclusive review of our staff performance practices—shaped by input from a campus-wide survey, focus groups, and a roundtable listening tour with staff across the university. Your feedback played a vital role in guiding this new approach.

What’s Staying the Same:

• The performance cycle remains April 1 through March 31.

What’s Changing:

• This year we've been focused on finalizing updates to the process and system. We'll use August to provide training, share information, and help everyone prepare for the changes.
• September 1 marks the beginning of our first official activities in the new system as we kick off this transition year.

What to Expect:

• A streamlined process focused on:
  • What you do (Core Responsibilities – 70% of total score)
  • How you do it (Three Core Competencies – 30% of total score)
• Core Competencies include:
  • Work Quality – Produces accurate, thorough, and reliable work. Pays careful attention to detail while balancing efficiency, and ensures outcomes align with organizational standards and goals. Demonstrates pride in work by maintaining high standards and continuously seeking ways to improve.
  • Inclusiveness – Actively creates and supports a workplace where all community members feel welcomed, valued, and empowered to contribute and participate fully. Is intentional about understanding others’ experiences and perspectives and commits to ongoing learning and self-awareness to strengthen relationships and foster a positive, welcoming environment.
  • Initiative – Takes proactive steps to improve work, solve problems, and contribute to team and organizational goals. Seeks opportunities to add value without being asked, follows through on ideas, and demonstrates a willingness to take on new challenges. Approaches work with curiosity, resourcefulness, and a drive to make things better.
• A simplified four-point rating scale:
  • 4 – Exceeds Expectations
  • 3 – Meets Expectations
  • 2 – Developing
  • 1 – Does Not Meet Expectations
• Managers will be responsible for selecting a rating on the 1–4 scale. Individual contributors will no longer assign themselves a numerical rating. Instead, they will complete a narrative self-reflection and may choose to include journal entries, request external feedback, or link other materials to support the review conversation utilizing tools within the new system.
• A new section to capture professional development goals (not rated)

This new process is part of a broader HRIC initiative to enhance support throughout the entire employee experience—from hiring and onboarding to development and beyond.

Stay Informed and Get Ready for the New System!

We are offering a series of 1-hour hybrid training sessions to help you get familiar with the new system and feel confident using it. To access session details and register, please join the .

📅 Upcoming Training Sessions:

• Tuesday, August 5 | 2–3 p.m.
• Monday, August 18 | 10–11 a.m.
• Thursday, August 21 | 2–3 p.m.
• Tuesday, August 26 | 9–10 a.m.

💡 Each session will include:

• A live demonstration of the new system and process in action
• Time for Q&A to address your specific questions
• An opportunity to connect with HRIC and learn how we will support you through this transition

I am also happy to visit your unit for a more customized conversation or walkthrough. Just reach out—I would love to support you in a way that works best for your team.

You can also visit our updated webpage, where I have shared a quick video message to help introduce what is ahead and why this shift matters.

Thank you for all you do—and for engaging in this work to support growth, development, and a deeper connection to the work we do every day at DU.

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