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Q – When are evaluations due to HR?

A – Evaluations must be turned in to HR no later than May 21, 2014.

 Q – Who gets evaluated using this form and process?

A – All benefits eligible staff must be evaluated using the standard form and are subject to the merit based pay system.  Temporary staff may also be evaluated using this form but these staff are not subject to the merit based system.

Q – Can my department use a narrative form for our staff evaluations?

A – You must use the standard form located on the HR website for all staff evaluations.

Q – Do I have to complete a self-evaluation?

A – Yes, all staff are expected to complete a self-evaluation. This is your chance to have input into your review.

Q – How many people can I list who would give input into my performance?

A – You may list 1-2 people. These people must be current CC employees and must be able to give substantive input regarding your performance.

Q – How do supervisors gather input from the people that staff list on their evaluation?

A – Supervisors can call or email those individuals for input. There isn’t a specific form to use for this process.

Q – Who is considered a “supervisor” for purposes of filling out the supervisory section of the evaluation form?

A – Anyone who is responsible, as spelled out in their job description, for the hiring and evaluation of staff and/or students. These individuals should be assessed on their supervisory competencies as well as core competencies.

Q – Are goals  the only aspect of performance that we are evaluated on this year?

A – Performance is evaluated based on successful completion of goals and on core and job specific competencies. Feedback from colleagues will also be considered as well as any other achievements.

Q – How can I be sure that my performance rating is accurate?

A – Division heads and HR will be reviewing the use of ratings within divisions and across the college to ensure that there is consistent application of the performance ratings.

Q – Why does my supervisor need cabinet member approval before meeting with me for my evaluation?

A – It is important for cabinet members to review ratings with supervisors to ensure consistent and accurate application of the ratings.

Q – Can I be rated “Exceptional” again this year?

A – While not impossible, your supervisor must provide a thorough rationale in support of this very high ranking for two years in a row. 

Q.  Who obtains the signatures on the evaluation form?

A.  The supervisor is responsible for sending the evaluation form to the next level of review.  Once all signatures are obtained, the evaluation form is forwarded to HR. 

Q – Is HR going to the change ratings during their review?

A – Supervisors are expected to provide a thorough rationale for the rating they assign to overall performance.  If HR has concerns about how ratings are applied, they will address this with the supervisor and division head, but HR will not change a supervisor’s rating.

Q – Will I have a chance to appeal my performance rating?

A – Yes, you may appeal a performance rating of Needs Improvement or Unacceptable Performance.  

Q – What is the process for receiving a bonus?

A – Bonuses are handled separately from the annual evaluation process and are the result of unprecedented performance by a staff member. The process for recommending bonuses will be addressed by the President and Cabinet. 

Q – How will the salary pool be distributed this year?

A – This has not yet been determined.

Q – How will salary increases be handled if I’m over the maximum for my pay band?

A – This has not yet been determined.


Phone: (719) 389-6421
Fax: (719) 389-6926
14 E. Cache La Poudre Street
Colorado Springs, CO 80903
Monday - Friday, 8:30 - 5:00 

Equal Opportunity Employer

The Colorado College welcomes all members of its community and reaffirms its commitment not to discriminate on the basis of race, color, national origin, gender, age, religion, gender identity, gender expression, disability, or sexual orientation in its educational programs and activities or employment practices.