Human Resources

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.

Participants in the formal Performance Conversation cycles include benefit eligible staff who have been employed at 91Â鶹ӳ»­ for at least 30 days and their supervisors; however, all supervisors at 91Â鶹ӳ»­ are encouraged and expected to provide regular, timely, and balanced feedback to the individuals who report to them.

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, the Performance Conversation should be assigned to the person who supervises the employee's work.  If that is not accurate in Bridge, contact HR.

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.

If you have worked at 91Â鶹ӳ»­ for longer than 30 days by the time the cycle opens, you will be enrolled in the Performance Conversation cycle and be expected to participate.

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. Please reach out to HR and the Employee Relations and Support Director for more information about how to engage in this process. 

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