Performance Management Program

HR Solutions
Procedures Planning Meeting Mid-Year Review Final Review Disputes


Performance Management Program (PMP) is a state-mandated program and, as a state institution, Colorado State University is required to implement this program for its state-classified employees. This process is comprised of three required steps: planning, mid-year review, and final evaluation.

Procedures pdf icon

Planning Meeting

Performance plans are developed in April each year for the State Classified employees of the University, as well as some Administrative Professionals. Additionally, a plan must be developed within 30 days of a new hire, transfer, or promotion for all State Classified employees.

The plan allows the manager to select and define the key standards, goals, and objectives of the position and describe measurement methods that will be used, as well plan any needed development activities. Further, the employee’s performance plan can be modified throughout the year if circumstances within your organization warrant it.

It is imperative that you review the State of Colorado Core Competencies with all State Classified employees, which can be found in the Planning and Evaluation form below.

Mid-Year Review

Mid-year reviews for State Classified employees are completed in October each year and provide the opportunity to formally touch-base regarding progress on goals. The midyear review also offers the chance to revise performance plan, if necessary, and the opportunity to clarify expectations.

Final Review

Final Evaluation is conducted in April each year and serves as the review of the employee’s performance for the entire performance cycle of April 1 to March 31. The final evaluation describes and assesses the actual performance versus what was established in the performance plan.

Please see the Performance Management Program User Guide for additional information, exceptions, and clarification.


Under the Colorado State University Performance Management Program, the direct relationship between performance evaluations and pay rate change has the potential of creating disputes due to differences of opinion between employees and their supervisor. Every effort should be made to resolve any issues at the lowest possible level and we strongly encourage informal resolution before initiating the formal dispute resolution process. However, a formal procedure has been adopted in the case that situations cannot be resolved informally and this expedited process from immediate supervisor to final decision is intended to resolve disputes related to the CSU Performance Management Program in a timely fashion.


State Classified Performance Management Training