Frequently Asked Questions
Q. What internet browser should I use to access the Cornerstone system?
A. Chrome or Firefox are acceptable browsers to access Cornerstone; Microsoft Edge is not recommended.
Q. I saved my goals as a draft. How do I change them out of draft status and submit them?
A. There should be a dropdown box to the right of your goal. If you choose edit, there should be a submit button at the bottom right-hand corner.
Q. How has the Annual Performance Review process changed?
A. The annual performance review has transitioned from a five-point rating scale to a ten-point rating scale. The ten-point scale allows managers to better reflect differences in performance, giving employees a clearer picture of how they are doing. With more rating options, managers can provide feedback that is more aligned with real performance, avoiding the limitations of a smaller scale.
Q. Who will this change impact?
A. This update will affect regular benefits-eligible staff. Temporary, occasional, PEAK staff, student employees, and faculty are not included in the online performance management process.
Q. How will this change impact the cadence and process of performance reviews?
A. Staff will be required to complete the self-review prior to the supervisor’s review. Timelines have been shared on the HR website here.
Q. How many goals am I required to submit?
A. Employees are encouraged to have 3-5 goals submitted in the system. Having multiple well-defined goals is essential for an accurate assessment of your performance.
Q. How long do people have to submit goals?
A. Employees can add goals at any time during the year; however, they'll need to add them to the system before starting or submitting their annual self-review to their supervisor.
Q. Are my previous goals or performance evaluations available in Cornerstone?
A. Yes, the goals you entered into Cornerstone for CY2024 will be in the system. In addition, if you received an annual review for CY2024, you can find a copy of it in Cornerstone.
Q. Are goals standardized across the university for same/similar job titles?
A. No, although individuals may hold the same/similar job title in different colleges and/or administrative offices, the expectations for the individual could be significantly different based on the employee's duties and responsibilities, department objectives and performance standards, the employee's knowledge, skills, and abilities.
Q. How do I know if my supervisor has revised my goal?
A. You will receive an email notifying you that the goal has been changed. You can view your goals in the system and using the dropdown menu view the history.
Q. How do I find something in Cornerstone?
A. First, try to access the training resources via the Get Help (link is external) button on the Cornerstone Welcome where you can find help documentation and videos. Or, consider attending an information session or office hours to see live demonstrations of the system.
Q. I can't see/do a specific feature in the system. Who do I contact?
A. Contact the HR Business Partners at hrbp@ou.edu.
Q: Do I have to use an electronic signature?
A: Yes, electronic signatures are required. Paper copies off the electronic performance review will not be accepted.
Q. What if my employee does not speak, read, or write English?
A. Departments can work with their own personnel to assist with translation where needed. Browsers such as Google offer page translation, which will translate the page information into the language of their choice.
Q. Do employees new to the university in the previous calendar year need to complete a performance review?
A. Employees hired on or after September 1 will not receive a performance review for that calendar year.
Q. What is the calibration process?
A. The calibration process is a pause between when a supervisor writes the employee’s performance review and when the supervisor issues the performance review. During this pause, the calibration coordinator will evaluate the overall performance review ratings to determine supervisor compliance with the BOR directive stacked ranking distribution percentages and recommend the appropriate Merit Tier based on the performance rating.
Q. How are the Calibration Coordinators identified?
A. The Calibration Coordinators and identified by the Executive Officer (Dean/VP) for each college and administrative office.
Q. What is the direction from the Board of Regents regarding stacked ranking distribution percentages?
A. The stacked ranking distribution percentages are designed to reward employees based on their individual performance. Each Calibration Group reviews the overall scores of the employees receiving an annual review and can recommend the highest Merit Tier for the top 10% of overall scores, the second highest Merit Tier for the top 25% of overall scores, and the standard Merit Tier for the remaining scores at or above 4.50. Any overall score that is below 4.50 will not be eligible for a merit increase.