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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 91��ɫ’s strategic priorities—like 91��ɫ Forward, the 4D Experience, and aspects of 91��ɫ 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?
  Your performance review includes ratings for Core Responsibilities�����Ի� Core Competencies. Managers will select a rating of 1, 2, 3, or 4��for each section:

  • Core Responsibilities��(weighted at 70%��of the final score)
  • Three Core Competencies��(combined weight of 30%)

  The system calculates a weighted average of these ratings to produce a final numeric score, which is then mapped to a performance category using the ranges below:

  • 3.5 – 4.0: Exceeds Expectations
  • 2.5 – 3.4: Meets Expectations
  • 1.5 – 2.4: Developing
  • 1.00 – 1.4: Does Not Meet Expectations

  For example, a score of 2.6��falls within the Meets Expectations�������Բ���.

• 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

• Why am I seeing the wrong manager listed in Talent@91��ɫ, or receiving performance notifications for an employee who does not report to me?

  Talent@91��ɫ Performance pulls manager/supervisor reporting relationships from Banner (91��ɫ’s system of record). If Banner is outdated or incorrect, Talent@91��ɫ may show the wrong manager or send performance notifications to the wrong person.

  What should I do? Email PerformanceManagement@du.edu. We can correct the manager assignment on the performance review only (including deleting and re-launching the review under the correct manager if needed).

  Important: This does not update Banner or the ongoing reporting relationship in PageUp. To prevent the issue from happening again, the supervisor relationship must be corrected in Banner by your departmental Business Office.

• 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?

  Acknowledgement (Employee Acknowledgement)
  The final step in the process where the employee confirms the performance review conversation has occurred. This acknowledgement does not indicate agreement or disagreement with the content of the review.

  Attachments / Supporting Documents
  Files uploaded within the performance review to support evaluation or self-reflection (examples: goals, work samples, project summaries). Attachments can be uploaded within the Core Responsibilities section and each Competency section using “Attachment: Upload Document.”

  Banner (System of Record)
  91��ɫ’s official HR/employee system that stores supervisory reporting relationships. Talent@91��ɫ performance workflows and manager assignments reflect what is listed in Banner.

  Competencies (Core Competencies)
  University-wide behaviors and skills that support 91��ɫ’s values and culture. Employees are evaluated on the 91��ɫ Core Competencies (example: Work Quality, Initiative, Inclusiveness).

  Core Responsibilities
  The primary duties and outcomes expected in an employee’s role. The performance review assesses accomplishment and effectiveness in the employee’s core responsibilities.

  Employee Self-Reflection
  A step where the employee reflects on accomplishments, progress toward goals, strengths, and development opportunities before the supervisor completes the evaluation.

  Employee/Supervisor Review Meeting
  The required conversation between the employee and supervisor to discuss the completed performance evaluation, including strengths, feedback, and development.

  Evaluation / Performance Review Document
  The official review form in Talent@91��ɫ where self-reflection, supervisor ratings, and comments are documented.

  Goal (or Goals/Development Goals)
  An outcome or area of focus set for the performance cycle. Goals may include both work objectives and development priorities.

  Manager / Supervisor (in Talent@91��ɫ)
  The person responsible for completing the supervisor evaluation and holding the review meeting. The supervisor shown in Talent@91��ɫ is based on the reporting relationship in Banner.

  Merit (if applicable)
  Compensation increases that may be awarded based on a variety of factors determined by University leadership. Completion of a performance review is required for merit eligibility when merit is offered, but the performance process occurs regardless of whether merit is available.

  Performance Cycle / Review Period
  The timeframe being evaluated in the review (the “look-back” period). This is the period during which performance is assessed.

  Performance Process / Workflow Steps
  The sequence of steps in Talent@91��ɫ that moves the review from start to completion (example: self-reflection → supervisor evaluation → meeting → acknowledgement).

  Rating Scale / Ratings
  The scoring method used to evaluate performance (for both responsibilities and competencies). Ratings should reflect performance across the review period.

  Supervisor Evaluation
  The step where the manager completes ratings and written feedback for the employee’s performance review.

  Talent@91��ɫ (PageUp Performance Module)
  91��ɫ’s system for performance management, including employee self-reflection, supervisor evaluations, review meetings, and final acknowledgement.

• Why do I only see one text box for Core Responsibilities?

  In Talent@91��ɫ, the Core Responsibilities section uses one text box. You should list all core responsibilities in that single box.

  This section also supports attachments, and the manager/supervisor will provide one overall rating based on the employee’s performance across their core job responsibilities.

  Using a single text box helps us maintain consistent weighting and scoring across roles and departments. If multiple text boxes were added, it would dilute the scoring and reduce comparability across the university.

Check-In FAQs

• What is the Check-in step?

  The Check-in step is a brief, structured opportunity for employees and supervisors to connect during the performance cycle. It is intended to support clarity and connection—including progress updates, support needed, and any shifts in priorities.

• Who receives the Check-in notification?

  Both the employee and supervisor will receive an email notification when the Check-in phase opens in Talent@91��ɫ.

• What should we talk about during the Check-in?

  A strong check-in usually includes:

  • What is going well (wins, progress, impact)
  • Current priorities and deadlines
  • What has changed since goals/expectations were set
  • Obstacles or support needed
  • Development needs and opportunities
• How long should the Check-in take?

  Most check-ins can be completed in 20–30 minutes depending on the role and time of year.

• Is the Check-in a performance evaluation?

  No. The Check-in is not a formal evaluation and does not replace the year-end performance review. It is meant to create shared understanding during the cycle—especially if priorities or responsibilities have shifted.

• What if the employee or supervisor is new during the cycle?

  That is okay. The Check-in is a great time to establish:

  • expectations
  • current priorities
  • what success looks like in the role
  • how you prefer to communicate and work together
• What if we already meet regularly (1:1s)?

  reat — the Check-in step can simply serve as a purposeful milestone to confirm alignment. If you already meet regularly, this should be quick and may feel like a normal 1:1, with a little more structure.

• What if we miss the Check-in window?

  If the formal Check-in step closes in Talent@91��ɫ, the conversation is still valuable and encouraged. Supervisors and employees should still plan time to connect outside the system when needed.

• Do I need to complete something in Talent@91��ɫ during the Check-in phase?

  No — there is no required action in Talent@91��ɫ during the Check-in phase.

  However, this phase is a good opportunity to make updates as needed:

  • The Core Responsibilities section remains editable
  • The Professional Development section remains editable
  • You may also upload supporting documents using “Attachment: Upload Document” within the relevant sections

  Tip: If anything has changed since expectations were set (priorities, goals, scope of work, or support needed), this is the right time to update the document so both you and your supervisor are aligned.

Performance Review FAQs

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

  Supervisor changes happen, and we know employees may work under more than one supervisor during the review period.

  In Talent@91��ɫ, the current supervisor listed in Banner is the person who will typically be responsible for completing the Supervisor Evaluation and holding the Employee/Supervisor Review Meeting.

  If your supervisor changed during the cycle, your current supervisor should still evaluate your performance for the full period, with input as needed from your previous supervisor to ensure the review reflects your contributions accurately.

  What should I do if this doesn’t seem right?

  If the supervisor listed in Talent@91��ɫ is incorrect, please contact your departmental Business Office to request an update in Banner.

• How do I view my completed year-end performance review?
  1. Log in to Talent@91��ɫ
     • Go to Talent@91��ɫ and sign in using your 91��ɫ credentials.
  2. Open the Performance module
     • From the main dashboard/homepage, locate and select Performance (or My Performance).
  3. Go to your completed review
     • Look for a section such as:
       • My Reviews
       • Performance Reviews
       • My Performance Documents
     • Select the relevant review cycle (example: FY25–26 Performance Review).
  4. Open the review document
     • Click the review title to open it.
     • You will be able to view:
       • Core Responsibilities rating/comments (if applicable)
       • Core Competencies ratings/comments
       • Overall summary
       • Any employee self-reflection (if included)
  5. Download or print (optional)
     • Within the review, look for an option such as:
       • Actions
       • Print
       • Export
       • Download PDF
     • Select the option you prefer.

  If you can’t see your completed review

  If you don’t see your review:

  • Confirm you are looking under the correct cycle/year
  • If you recently changed roles/supervisors, the system reflects the current reporting relationship in Banner
  • If the issue persists, contact PerformanceManagement@du.edu
• 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.��

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

  You can upload supporting documents directly into the performance review throughout the process (examples: goals documents, work samples, project summaries, recognition emails, training certificates, etc.).

  Where to upload attachments

  Attachments can be added directly within the review form:

  • Core Responsibilities section
  • Each Core Competency section

  In each of these areas, you will see an option labeled:
  Attachment: Upload Document

  This option can be used at any point throughout the performance process, not just at the end.

• 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?

  Your performance review is considered complete once:

  • Your Supervisor Evaluation has been submitted
  • You have met with your manager for the Employee/Supervisor Review Meeting
  • You have completed the final step: Employee Acknowledgement

  In Talent@91��ɫ (Performance), you can confirm completion by checking the status of your review document. When the review is complete, it will typically show a status such as Completed (or no longer appear under items requiring action), and you will be able to open the document to view the final submitted evaluation.

  Will I get notified?

  Yes — you will receive a Talent@91��ɫ notification/email when it is time to complete your Employee Acknowledgement, which is the final step.

  Note: Employee Acknowledgement confirms the conversation took place. It does not indicate agreement or disagreement with the review content.