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Performance & System Transition FAQs

• How will I access past reviews from Cornerstone?

  You can access previous performance reviews in Cornerstone until September 2025. We encourage you to log in and download anything you want to keep before that date. This on how to download performance management documents from Cornerstone. After September 2025, you may request copies of past reviews by emailing PerformanceManagement@du.edu.

• Where can I find the job description for myself or my direct reports?

  Many job descriptions are maintained internally by individual units. You should start by asking your unit’s business officer. If they do not have it, you may request a copy from Jobs@du.edu.

• Are we no longer setting goals in performance reviews?

  Goal-setting at the divisional level should remain a priority to support alignment with DU’s strategic priorities—like DU Forward, the 4D Experience, and aspects of DU IMPACT 2025. However, because goal-setting can be arbitrary or inconsistent across units, it is no longer a formal part of the individual performance review process. Instead, performance is evaluated based on Core Responsibilities (what you do) and Core Competencies (how you do it).

• What is the new rating scale?

  The updated four-point scale is as follows:

  • 4 – Exceeds Expectations
  • 3 – Meets Expectations
  • 2 – Developing
  • 1 – Does Not Meet Expectations

• How is my final score calculated?

  Final scores are calculated using a weighted average:

  • 70% of the score comes from your Core Responsibilities
  • 30% comes from your performance across the Core Competencies.
    Supervisors assign numerical scores (1–4), and the system calculates a final average that may include decimals.

• What if I disagree with my performance review?

  If you believe your final performance evaluation contains an incorrect material fact, you may initiate a dispute through the Employee Grievance Process (Policy 3.10.060). If your disagreement is based on subjective factors, you may submit a written rebuttal to be attached to your evaluation in the system. We also encourage employees and supervisors to reach out to their HR Partner to discuss concerns and explore resolution options.

General FAQs

• How do I update my listed manager or job title?

  Contact your Budget/Business Officer.

• I am a part-time benefited staff member. Do I need to complete a performance review?

  Yes, all benefitted staff are expected to complete a performance review each year in order to be merit-eligible.

• Are performance reviews required for employees who are on leave?

  Employees on leave during the appraisal timeframe are not required to complete their reviews in order to maintain merit eligibility. If possible, however, a review should be conducted ahead of time or upon the employee's return — it is best practice to provide all employees with fair and comprehensive performance reviews.

• I am retiring this year. Do I need to complete a performance review?

  No. Employees are welcome, but not required, to complete a performance review in their year of retirement.

• What performance management key terms should I know?

  Coming soon

Check-In FAQs

Performance Review FAQs

• What if my supervisor changed during the past performance cycle?

  Coming soon

• How do I view my completed year-end performance review?

  Coming soon

• What if I can't find my job description?

  Job descriptions are most often kept by the individual units. Ask your budget/business officer and/or supervisor for a copy. If they do not have it, please reach out to Jobs@du.edu to request a copy.Ìý

• How can I include documents demonstrating projects or work accomplished over the past year?

  Coming Soon

• What if a competency does not apply to my job?

  All three competencies are applicable to every job on campus. Think about who your customers are (internal/external, peers/vendors, etc.) and apply the competencies to the work you do for them.

• What if I disagree with my manager's ratings or comments?

  As part of the performance review process, you and your manager will hold a manager-employee review meeting. This is your opportunity to discuss your performance and professional development work, including your manager's ratings and comments. Following this meeting, your manager will sign off on the review, and it will come to you for your signature. If you still disagree with your manager's ratings or comments, please reach out to AskHRPartners@du.edu for assistance and information regarding HRIC 3.10.060A Staff Employee Grievance Policy and Procedures.

• How will I know when my performance review is complete?

  Coming Soon