Frequently Asked Questions
Below you will find some of the frequently asked questions related to the quarterly Performance Conversation process. If your question is not answered below, please reach out to HR@coloradocollege.edu for additional support.
Required Performance Conversations happen two times per year in December/January and May/June. In addition, there are two highly recommended check-ins (about August & March).
We encourage you and your supervisor to plan ahead when you know you will be out during one of these months.
If you are out during the performance conversation period, please contact HR to arrange for an alternate reviewer to be assigned for those who report to you. Be sure to share your notes and any progress the employee has made on their goals.
Required Performance Conversations happen two times per year in December/January and May/June. In addition, there are two highly recommended check-ins (about August & March).
Yes and No!
Employees can edit ratings and comments up until the supervisor clicks “Start”.
Once the supervisor clicks "submit", it can no longer be edited. Supervisors should not click submit until after they've sat down with the employee to have the conversation.
These are automatic emails from the system that cannot be turned off.
Yes! There are many valuable places that you may receive training to improve your professional skills and Bridge has a limited library of courses at this time.
To add external training courses you have taken, please use the Achievements area of the Performance Conversation. Reach out to HR for any support on adding external training or professional development you have engaged in.
You and your team are encouraged to set goals on whatever timeline makes the most sense to you and your work. If you would like to continue setting annual goals, try to think about how to break them down into smaller chunks. Utilizing the SMART goals structure to map out milestones throughout the year, helps ensure employees are on track to meet the annual goals.
We have implemented a performance rating appeal process for staff. The appeal process is available for employees who are contesting their performance rating and provides support and guidelines for the parties engaged in the process.
Performance Rating Appeal Option
Colorado College recognizes that performance evaluations may involve differing perspectives. Benefits-eligible staff may appeal the overall performance rating from their most recent Performance Conversation if they believe the rating was impacted by new information, bias or conflict of interest, or a failure to follow the performance review process.
To be eligible for an appeal:
- The Self-Review and Manager Review ratings must differ by at least two points
- The employee must first discuss the rating with their supervisor
- The employee must notify the Director of Employee Relations and Support of their intent to appeal no later than the last day of the performance review cycle.
Appeals are reviewed through a multi-level process designed to promote fairness, clarity, and resolution. Employees who wish to proceed should complete the Performance Rating Appeal Form.
Please reach out to HR and the Employee Relations and Support Director for more information about the form or any other questions.
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