On Sunday, August 21 the Boulder campus will return to its regular operating hours of 8:00am to 5:00pm. Some departments maintain their own unique hours of operation. Please follow your department's schedule. Best wishes as you begin a new academic year.

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The University of Colorado’s performance review and merit cycles will move into closer alignment for most university staff and all classified staff over the next two years.

CU staff members participate in an annual performance review process to gauge their success within their roles, identify areas for improvement and set goals for professional growth.

Earlier this year, the University of Colorado Board of Regents approved a shift in the merit raise cycle to align with the calendar year (January to December) instead of the fiscal year (July to June). This change aligned base-building salary increase decisions with each fall’s semester enrollment, a key component of CU’s annual budget.

The merit change date created the opportunity to evaluate performance cycles for faculty and university staff. The state of Colorado determines the merit and performance cycles for classified staff. Classified and university staff will begin transitioning to new cycles this year while tenure-track, teaching and research faculty will remain the same. 

University staff

The current performance cycle for university staff, which began Feb. 1, will be extended to conclude on June 30, 2022.

After that, the new performance cycle will match the fiscal year and run from July 1 to June 30 of the following year. 

Classified staff

The state of Colorado determines the merit and performance cycles for classified staff. This group will also see an extended cycle that starts in 2022.

The current performance cycle began April 1 and will end March 31. Beginning on April 1, 2022, classified staff will have an extended performance cycle until July 31, 2023, which is designed to shift them to the new performance schedule.

Future performance cycles will run from Aug. 1 to July 31. 

Tenure-track, Teaching or Research Faculty 

Even though the CU System administration has shifted the merit cycle so that pay raises take effect in January, the performance review cycle is not changing for tenure-track, teaching or research faculty. 

The Faculty Report on Professional Activities (FRPA) will continue to be due on Feb. 1 each year. Units will conduct their annual performance reviews on their usual schedule. This cycle better reflects the timing of faculty research and creative work accomplishments that figure into the merit review and pay process and maintains the timing of the review of merit. Shifting faculty performance reviews to the summer or as the fall semester commences would interfere with faculty teaching preparations, fieldwork, and vital preparation time for the academic year. In addition, faculty on 9-month positions are technically not on contract between mid-May and mid-August.

Standard tenure and promotion raises will continue to take effect the first day of the fall semester.

Additional communications will be sent closer to the new performance deadlines. For questions regarding performance management, contact hrer@colorado.edu.

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Completion of Form I-9 is a shared responsibility of both the employee and the university.

• Section #1 must be completed by the employee
• Section #2 must be completed by an I-9 partner, or authorized university representative, on or before the third day of employment. The employee should provide acceptable documents to complete the I-9.
• Form I-9 can be completed as soon as, but not before, a job offer has been extended and accepted. 
• Required documents for E-Verify photo matching can be uploaded directly into HireRight. 

Completing Section #2 of the Form I-9

To complete Section #2, employees should: 

   Monday, August 9^th – Friday, August 20^th

• Days: Monday Through Friday 
• Hours: 9:00am-3:30pm, by appointment
• Location: Folsom Field Stadium Concourse - Located outside by the stadium concession stands across from Gate 7.
  • Main I-9 office at Administrative & Research Center will not be open for appointments during these two weeks. 
• What to Bring: The employee should provide acceptable documents to complete the I-9. 

   Monday, August 23 or later

• Location: Administrative & Research Center, 3100 Marine Street, 3rd floor
• Hours:  9:00am – 12:00pm, Monday, Tuesday, Wednesday (by appointment only) 
• What to Bring: The employee should provide acceptable documents to complete the I-9. 

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On Sunday, August 15 the Boulder campus will return to its regular operating hours of 8:00 a.m. to 5:00 p.m. Some departments maintain their own unique hours of operation. Please follow your department's schedule.

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The performance management cycle for University Staff employees runs from February 1- January 31; and the cycle for Classified employees runs from April 1- March 31. Consistent with those timelines, supervisors and their employees need to be participating in formal “Coaching” or feedback sessions at the mid-point of the cycles. 

The coaching discussion is a formal conversation during which supervisors and employees discuss performance as it relates to the goals and core competencies outlined in the employee's performance plan. 

When working with your employees on their formal coaching sessions, consider the following:

• Discuss the employee's performance for the entire cycle up to this point.
• Discuss any notes you have kept up to this point regarding the employee's performance; including any disciplinary communications/actions.
• Discuss and revise all goals within a performance plan to ensure the content, measurement method, tasks and targets, weights, and timeframe are still SMART.  Are they still Specific, Measurable, Attainable, Relevant, Time bound?  And if not, what edits should be made to make them SMART?  Do timeframes need to change, or does the direct report need additional training or additional resources?
  • Remember, performance plans are not static, they are meant to be altered and changed throughout the cycle year, depending on situational factors that change (IE…perhaps funding changes, an employee goes on FMLA, changes to strategic visioning or goals, etc.).
• Does the plan help align an employee’s work and campus resources to clearly defined institutional aspirations and imperatives (Goals)?  If not, what edits need to be made to make it so?
• Does the plan establish clear expectations between employees and supervisors around work, professional development, and career growth opportunities?  If not, what edits need to be made?  Can clear deadlines, measurement factors, behavioral expectations be added?
• Does the plan reinforce organizational values by placing appropriate emphasis on competencies? (Please note that an additional competency has been added to the performance planning form in support of Inclusive Excellence).  Competencies are a great way to measure the “soft skills” that are imperative for a professional and successful work environment. Be clear and specific about the behaviors and communication styles that are expected.

For tips regarding supporting and developing employee learning and training in a virtual setting, as well as the most current Boulder campus Performance Management Program forms and user guides, please visit the website.

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CU Boulder HR will begin offering both on-campus and virtual tours beginning in August for new hires. On-campus sessions will be held on the first and third Thursday of each month, and virtual tours will continue to be held on the second Thursday of the month. The New Employee Welcome Experience (New-X) is part of the comprehensive, year-long onboarding experience designed to increase the understanding of CU Boulder’s history, traditions, organizational structure and governance, operations, and mission. 

If an attendee requires an accommodation, please let us know by contacting newatcu@colorado.edu by the close of business one week prior to the session and we will follow up to determine an accommodation to meet their needs.

Learning Objectives

At the New Employee Welcome Experience, participants will:

• Gain an understanding of the history and traditions of CU Boulder
• Become familiar with the physical layout of the heart of campus
• Become knowledgeable about the organizational structure and governance of the Boulder Campus

  On-Campus 

Who Should Attend

Due to limited capacity this program is offered to new, permanent employees.

• Ideally for hires in their first few months of employment, however the program is designed for hires to attend within their first year at CU Boulder
• Rehires that have been away for three or more years
• Student employees who are hired into permanent staff or faculty positions 
• Temporary employees who are hired into permanent staff or faculty positions

What to Expect

New-X is a two-hour walking tour of the main CU Boulder campus. The program starts and ends at the University Memorial Center (UMC), and includes a short indoor session before the walking portion begins. If you require an accommodation, please notify newatcu@colorado.edu as early as possible, preferably at least a week in advance. Participants should be prepared to: 

• Walk about 2.25 miles total.
• Carry personal items with them for the tour. 
• Be outdoors in the elements for most of the tour. 

2021 Sessions

Space for each session is limited.

• August 5; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• August 18 (Wednesday); 9:30 to 11:30 a.m. ; University Memorial Center 425 
• September 2; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• September 16; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• October 7; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• October 21; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• November 4; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• November 18; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• December 2; 1:00 to 3:00 p.m.; University Memorial Center 415-417
• December 16; 1:00 to 3:00 p.m.; University Memorial Center 415-417

  Virtual 

Who Should Attend

• All new hires are welcome to attend the virtual session, regardless of appointment type
• Rehires that have been away for three or more years

What to Expect

• New-Xv is held via Zoom and uses a mixed media approach to tell CU Boulder’s story. This includes the use of Google Earth. 

2021 Sessions

Time: 1:00 - 2:30 p.m.
Dates: Second Thursday, Monthly

• Feb. 11
• Mar. 11
• Apr. 8
• May 13
• June 10
• July 7 (Wednesday)
• August 12
• Sept. 9
• Oct. 14
• Nov. 11
• Dec. 9

How to Register

1. Click on the registration link:
2. Click on the Boulder campus icon
3. Log into the MyCUinfo Portal using your IdentiKey and password (The SkillSoft registration page for the program should automatically open)
4. Click the +/- button next to the “Sessions” folder to view the upcoming session dates
5. Hover your mouse over the date in which you are interested and click the blue “Enroll” option to the right of the date

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The Department of Human �ƹ���Ƶ will be holding FMLA and Parental Leave Information Sessions July 20-22, 2021. The FMLA (Family and Medical Leave Act (1993)) is a federally mandated law, requiring eligible employers to provide eligible employees with job-protected and unpaid leave for qualifying medical and family reasons. The University of Colorado is a covered employer, and must offer Family Medical Leave to eligible employees.

The University of Colorado also offers a Parental Leave benefit for qualifying employees which provides up to six months of job-protected leave to run concurrently with FMLA and six weeks of paid parental leave (Boulder campus only).

Click (or scroll down) to learn more about:

• Information Sessions
• FMLA Eligibility Requirements
• FMLA Qualifying Events
• Parental Leave

Family and Medical Leave Act and Parental Leave Information Sessions

Join the Department of Human �ƹ���Ƶ at an information session on the Family and Medical Leave Act and the Parental Leave benefit.

At the end of these sessions, attendees will:

• Gain understanding of of the FMLA
• Learn how to request Family Medical Leave
• Better understand their rights and responsibilities as an employee, supervisor, and HR Liaison in regards to the Family and Medical Leave Act
• Learn about the Parental Leave benefit on the Boulder campus

The FMLA and Parental Leave Information Sessions will be recorded and posted to the HR Website for any employee, supervisor, or HR Liaison who is unable to attend. If you are able to attend, please select the appropriate session below to register:

Employee Session

Date: July 20, 2021
Time: 10:00 a.m. to 11:00 a.m. MST
Format: Zoom Webinar

Supervisor/Manager Session

Date: July 21, 2021
Time: 3:00 p.m. to 4:00 p.m. MST
Format: Zoom Webinar

HR Liaison Session

Date: July 22, 2021
Time: 11:00 to 12:00 p.m MST
Format: Zoom Webinar

FMLA Eligibility Requirements

University Staff and Research Faculty must have worked for the University of Colorado for a minimum of 12 months within the past 7 years, and worked a total of 1,250 hours in the 12 months immediately preceding the first date of leave, in order to be eligible to apply for Family Medical Leave. Employees can take up to 12 weeks of FMLA per rolling calendar year. FMLA runs concurrently with all applicable forms of paid leave.

Classified Staff must have 12 months of state service in order to be eligible to apply for Family Medical Leave. Classified staff can take up to 12 weeks of FMLA and one additional week of State Medical Leave per rolling calendar year. Classified Staff are also eligible for up to 80 hours of Paid Family Medical Leave (PFML), prorated based on the employee’s percent of time. FMLA and State Medical Leave run concurrently with PFML and all other applicable forms of paid leave.

9-month faculty must have worked for the University of Colorado for a minimum of 12 months within the past 7 years, and worked a total of 1,250 hours in the 12 months immediately preceding the first date of leave, in order to be eligible to apply for Family Medical Leave. Faculty can take up to 12 weeks of FMLA per rolling year, which runs concurrently with all applicable forms of paid leave. Faculty may be eligible for additional leave beyond the 12 weeks of FMLA with approval from their Dean’s Office and/or the Office of Faculty Affairs.

Qualifying Events for Family Medical Leave

An employee may request Family Medical leave for the following reasons:

• The birth of a child or to bond with the newborn child within one year of birth.
• The placement with the employee of a child for adoption or foster care and to bond with the newly placed child within one year of placement.
• A serious health condition that makes the employee unable to perform the functions of their job.
• To care for the employee's spouse, child, or parent who has a serious health condition.
• Any qualifying exigency arising out of the fact that the employee's spouse, child, or parent is a covered military member on covered active duty.
• To care for a covered service member with a serious injury or illness if the employee is the spouse, child, parent, or next of kin of the servicemember. Employees are eligible for up to 26 weeks of FMLA Military Caregiver Leave in a rolling 12-month period.

Parental Leave

For detailed eligibility requirements and parental leave allotments, please refer to the CU Boulder Paid Parental Leave Policy. This policy is meant to be interpreted as an additive to .

For specific questions regarding the Family and Medical Leave Act or Parental Leave, please contact Employee Relations at 303-492-6475 or Leave@colorado.edu.

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We are happy to announce several new enhancements to the CU Boulder Jobs system! Please find below a summary of the new changes you can expect to see within the Search Committee Portal, Position Management Portal, and Jobs Portals. As you navigate these recent changes, please reach out to us at recruiting@colorado.edu if you have any questions.

In the upcoming months we expect to release several additional enhancements to the Hiring Portal to support regular staff jobs, to the Jobs Portals to support the confidential letters of recommendations process, and to the Position Management Portal to support temporary staff hiring. Thank you for your continued feedback and support as we work to further enhance CU Boulder Jobs, and stay tuned for further announcements from our team! 

Search Committee Portal

Job Posting Enhancements

• When requesting a new faculty or research faculty requisition in the Search Committee Portal, you are now required to complete the “What We Can Offer” field. The Colorado Equal Pay Act requires all job postings to include the hourly or salary compensation (or range of hourly or salary compensation) and a general description of all benefits and other compensation to be offered to the hired applicant, including relocation, signing bonus, incentive pay, etc. 

General Usability Enhancements

• A new "" page is now available on the portal "Home" page and menu navigation bar! On this page you will find helpful tips for using the portal, answers to frequently asked questions, and links to additional resources. 

• We enhanced navigation throughout the portal by improving how page numbers are displayed on various pages and by adding navigation links to the top and/or bottom of the page to make it easier to return to the previous page.

Faculty/Research Faculty Candidate Review Enhancements 

• When viewing application materials from the candidate detail page, the "Attachments" section will now display the specific name of any generic files that you requested from applicants. Previously, all generic files appeared with a generic label of "Additional Attachment".

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• The job dashboard page contains a new pipeline category of "Additional Application Materials Requested" to provide you with visibility to any applicants from whom we have requested supplemental application material. Previously, applicants in this status were not visible within the Search Committee Portal. 

Confidential Letters of Recommendation Enhancement 

• The Minimum Letters Required report that displays the status of letters requested for a candidate will now display if and when an email to a letter provider was undeliverable. If you notice an email to a letter provider is undeliverable, contact your recruitment coordinator for assistance. As a reminder, you can access this report by clicking on the count of minimum letters required for the candidate. 

Position Management Portal

Staff Position Description Enhancements

• You are now required to upload an organization chart when creating or modifying a position description.
• We updated field labels and help text in various locations to provide greater clarity and guidance when creating or modifying a position description. 
• When creating or modifying a position description, you can now use the “Requested Minimum Requirements” field to provide your position management consultant and HR recruiter with additional information about experience, education, licensure(s), or certification(s) important for consideration in the job announcement for the position, if applicable. 

• Several new value options have been added to the “Supervision Received and Exercised” section of a position description so that you can better describe the supervisory responsibilities of the position and the amount of the department’s total budget. This information helps the position management consultant better understand the span of control, scope, impact and complexity of the position to ensure appropriate classification.
• To ensure accurate funding information on a position, a new checkbox field will prompt you to confirm that the position speed type is accurate. 

Temporary Staff Position Enhancements 

• A link to the Temporary Hiring Request is now available from the “Home” page of the . Please see our HR Hiring Website for instructions and guidance on how to fill a temporary position. 
• As a reminder, requests for research faculty or temporary research positions should be submitted to HR through the . 

Jobs Portal

• Temporary staff postings are now available on the Internal CU Boulder Jobs site and the External CU Boulder Jobs site! Use the “Employment Type” field to narrow the search results to display only specific employment groups. 

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