Annual Staff Performance Reviews
Frequently Asked Questions
Q. How has the Annual Performance Review process changed?
A. The annual performance review has transitioned from a paper process to an online performance management system within Cornerstone. Instead of using a paper document, benefits-eligible staff will engage with Cornerstone online through a more phased, ongoing performance review process.
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. When will the new online performance management system be implemented?
A. The new online performance management system went live on Friday, November 17, 2023, to provide an opportunity for staff to enter their 2023 goals.
Q. Where is the evaluation form in Cornerstone?
A. The annual performance review will not be available until January 2024, when the performance review cycle opens. At that time, each employee will receive an email notifying them that they have a task assigned in the system.
Q. How many goals am I required to submit?
A. Employees are encouraged to have 3-5 goals submitted in the system.
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. No, unfortunately, we are not migrating previous performance evaluation forms into 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 firstname.lastname@example.org.
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. In addition, they are not eligible for any merit increase approved by the Board of Regents.
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.
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 BOR directive stacked ranking distribution percentages?
A. The stacked ranking distribution percentages for regular staff overall performance ratings based on population of: 10% Exceptional, 25% Highly Effective, and 65% Successful & Effective or lower.