Metropolitan State University of Denver has officially opened its annual performance-evaluation period for professional-staff employees, deans and select chairs. The evaluation window runs from May 19 through June 30, during which all self-assessments, manager evaluations and performance discussions must be completed in Workday.
“This process is not just about checking a box,” said Charles Kibort, director of Human Resources Operations and Strategy. “It’s a chance for meaningful reflection, feedback and planning for continued personal and professional growth.”
Completing the process
The year-end process includes several key steps:
- Self-evaluation: Employees begin by logging in to Workday and accessing the task via the “Awaiting Your Actions” section on the homepage.
- Submission and review: Once completed, self-assessments should be submitted using the Self-Evaluation Job Aid. Managers will be notified when evaluations are ready for review.
- Manager feedback: Using the Manager Evaluation Job Aid, managers then provide their assessment and enter ratings into the system.
- Performance discussions: These should be scheduled after the self-evaluation and manager review are complete in the system and must occur before June 30.
Kibort emphasized the importance of early planning. “We encourage all employees to connect with their managers early in the process,” he said. “A clearly defined timeline allows everyone involved to contribute thoughtful and meaningful feedback and to ensure adequate time to complete all steps in the process.” New in 2025: enhanced Leadership Competency Framework
New in 2025: enhanced Leadership Competency Framework
This year, the University continues to highlight its Leadership Competency Framework, a central element in defining and developing leadership at all levels of MSU Denver. The framework has been expanded this year to include behavioral indicators for each competency at each leadership level, clarifying how MSU Denver defines success.
“The added behavioral descriptors bring clarity to what leadership excellence looks like at each level,” Kibort said. “From collaboration to innovation, these examples aren’t meant to add complexity but are to help guide reflection and conversation.”
When completing the Competency Evaluation section of self-evaluations, the system will prompt employees with a link to review leader-level definitions, available on the HR SharePoint site. This resource should be used to understand the expected behaviors associated with each competency and to inform the reflections included in the self-evaluation comments.
Resources to support success
To support a smooth process, MSU Denver is offering a Workday Workshop webinar on May 22, open to all employees and managers. The live session will provide step-by-step guidance on navigating the performance-evaluation tools in Workday.
Additionally, the Performance Management website offers job aids, FAQs and detailed process information for employees and supervisors.
Elevating conversations and career growth
At the heart of the evaluation process is a commitment to authentic dialogue and recognition. Performance evaluations, Kibort said, serve as a platform to reflect on the past year, troubleshoot challenges and set a foundation for the future.
“When done well, these conversations build trust, engagement and momentum,” he said. “They’re an investment in people and in MSU Denver’s future.”
For questions or support related to the performance-evaluation process, contact mailto:[email protected].
