Procedures Relating to Staff

Classified Staff Procedures

Hiring

Leaves

Additional Job

  • Classified Staff Requesting Teaching Appointments
    Classified (not including the Academic Advising Center): Although staff generally do not teach, they are allowed to teach one course per semester, including courses taught through Continuing Education, above the equivalent of a full-time appointment. Click here for additional information.
    NOTE: Academic Advising Center: One course per academic year, including courses taught through Continuing Education, above a full-time appointment. See either the classified or professional exempt link below for additional information.
  • Additional Teaching Assignment Allowances

Awards

Performance Management

University Staff Procedures

Additional Job

  • Additional Job Request – procedures and a link to the form
    Professional exempt (not including the Academic Advising Center): Although staff generally do not teach, they are allowed to teach one course per semester, including courses taught through Continuing Education, above the equivalent of a full-time appointment. Click here for additional information.
    NOTE: Academic Advising Center: One course per academic year, including courses taught through Continuing Education, above a full-time appointment. See either the classified or professional exempt link below for additional information.
  • Additional Teaching Assignment Allowances

Hiring

Position description instructions and the Position Description/Exemption Request Form (used to create or revise Professional Exempt positions) are on the Human Resources web site at: http://hr.colorado.edu/es/OEP/Pages/Quicklinks.aspx.

Awards

Recognition and Incentive Awards for Staff Template (Click here for Form Guidelines)

Performance Management:

The purpose of the performance plan is to provide the employee with a set of clear, measurable and achievable goals that the supervisor expects the employee to accomplish during the performance cycle. Performance planning should link individual goals to organizational goals (and should include provisions for coaching by the supervisor). If the OEP being evaluated supervises other employees, the OEP’s plan must include a goal pertaining to the timely completion of the employee’s annual performance evaluations in compliance with state law and university policies. Performance management serves as an important mechanism for providing feedback to our University Staff workforce regarding their performance expectations and achievements.

Consistent with Regent Law (Article 3.D), Regent Policies ( 3.G.D. and 11.C.3), and the Administrative Policy Statement on Performance Ratings for Officers and Exempt Professionals, all University Staff, including those who are partially or fully grant-funded, must receive an annual performance plan, a performance evaluation and an overall performance rating for each OEP position an individual employee occupies.

Supervisors are not required to complete performance plans, evaluations and overall performance ratings for retirees occupying temporary OEP positions.