This page is dedicated to providing Executive Branch Agencies and Institutions of Higher Education with a comprehensive overview and practical tools to optimize the performance management process and navigate the performance cycle within your organization.
Whether you are a supervisor seeking to enhance your team's performance, an HR professional aiming to refine your performance evaluation processes, a leader committed to driving organizational and employee success, or an employee wanting to learn more about the performance management process, you'll find valuable resources here to guide you, consistent with the statewide requirements for the state personnel system.
If you have specific questions regarding performance management, please speak with your supervisor or an HR representative at your agency.
Overview
Performance management is ongoing efforts with employees and their supervisors to help optimize performance, build effective feedback and communication, enhance growth and development, and develop goals that are consistent with the strategic plans of the organization.
Per the State of Colorado Classified Employee Handbook, supervisors and employees have a shared accountability in performance management. Employees are accountable for their own performance and supervisors are expected to take a “no surprises” approach to conducting final evaluations.
All employees are evaluated annually on statewide core competencies. The core competencies are rated using a 5-point rating scale:
Final Evaluations
The annual final evaluation sums up a year’s performance and activity of setting expectations, goals, and measurements; providing regular performance feedback; offering coaching and training when necessary; and gathering information on a year’s worth of employee effort. The annual evaluation gives employees an opportunity to share information about how they saw their work and share their accomplishments. It is also an opportunity for both supervisors and employees to look ahead to areas of change, skill development, and competency development.
Supervisors are expected to evaluate performance in final evaluations within the context of performance management efforts that are ongoing with employees.
With the goal of being an employer of choice in mind, the State operates on a 5-point rating scale starting. Per the Partnership Agreement, performance cycles for Employees will run from August 1 through July 31. All final evaluations must be complete by August 1 of each year.
Performance cycles for Employees of IHEs and the Colorado School for the Deaf and Blind Employees may alternatively run from September 1 through August 31.
Library of Resources
The Library of Resources provided by the State Personnel Director creates a basic understanding of common performance management practices throughout the state personnel system.
These documents are not a substitute for the detailed processes that a State entity uses to assist supervisors and employees with performance.
If you have questions, please speak with your supervisor or an HR representative at your agency.
- Performance Management Best Practices
- Performance Tracking Template
- Employee Guide to Performance Management
- Supervisor Guide for Performance Management
Performance Disputes
Employees who would like to dispute a final evaluation will need to follow the dispute resolution process outlined in their State entity’s Performance Management Plan. If you have specific questions regarding disputes, please speak with your supervisor or an HR representative at your agency.