Key takeaways:
- Professional staff members are encouraged to engage in mid-year conversations now.
- Mid-year conversations must be completed by Dec. 22.
- New resources are available to assist employees, including a check-in feature and leadership competencies.
Supervisors should begin conducting mid-year conversations with their professional staff team members (administrative employees) for the 2023-24 performance management cycle.
Mid-year conversations are a wonderful opportunity to check in on goal progress and assess if any modifications are needed. They are also a valuable coaching, growth and development opportunity for supervisors and employees.
While mid-year conversations and performance evaluations are required for professional staff members, all employees are encouraged to engage in mid-year check-ins, and related tools and resources are helpful for all University roles.
Mid-year conversations must be completed by Dec. 22.
- An optional Check-In feature can be used to record mid-year conversation notes.
- Supervisors and staff members are encouraged to review the core leadership competencies piloted in the 2022-23 evaluation review.
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- To view competencies in Workday:
- View your employee profile (icon located at the top right).
- Select “Performance” from the profile screen.
- Select “Competencies” tab.
- To view competencies in Workday:
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To Do: Complete mid-year conversations
- Supervisors and employees should reference their SMART goals in Workday.
- Supervisors should schedule mid-year conversation meetings with direct reports.
- Using regularly scheduled 1-on-1 meetings is encouraged to host these conversations.
- The Stay Conversation Guide is a helpful mid-year conversation resource that can assist with these conversations.
- Access a variety of performance management job aids, tools and other resources in the Teams Performance Management job aid site.
- Use these other resources to facilitate a successful performance management cycle:
New to MSU Denver?
If you are a new employee or are currently supervising newer employees, this is an opportunity to set goals and identify areas for professional development.
- All new employees should work collaboratively with their supervisor to develop and set goals using the SMART Goals Worksheet.
- Please visit the Human Resources Performance Management SharePoint site for more information.
For questions about mid-year conversations or about the performance management process, please send an email to the Human Resources Performance Management team at [email protected].