As the 2025-26 performance management cycle progresses, it’s time for Metropolitan State University of Denver professional and classified staff members to engage in midyear conversations with their supervisors. This crucial step in the cycle, which takes place Nov. 4-Dec. 19, offers a chance to check in and assess progress on goals. It’s also a time to identify areas for support if needed.
To help employees prepare to meet with their supervisors, the Early Bird talked with Charles Kibort, director of Human Resources Operations and Strategy.
Q: What should employees do to prepare for their midyear conversation?
A: Employees should review the goals they set over the summer and be ready to discuss their progress. They should consider both their achievements and any challenges they’ve faced. If their goals need to be adjusted based on shifting priorities, now is the time to discuss them.
Q: Will managers schedule the midyear conversation or should employees reach out?
A: Managers are responsible for scheduling these reviews. However, if employees haven’t been contacted, they should reach out to ensure that a meeting is set before the Dec. 19 deadline.
Q: Why are midyear reviews important for professional development?
A: These conversations are a great time to discuss the development goals employees set over the summer and access support from managers. They’re a time to reflect and help ensure that employees are seeing growth and meeting their goals.
Q: What topics should employees focus on during their midyear conversation?
A: In addition to discussing individual performance goals, employees and managers should check in with each other on how things are going and what support might be needed. It is also a good time to discuss any potential obstacles to meeting these goals by June 30, 2026.
Q: Should employees take any follow-up actions after a midyear conversation?
A: Yes. If any changes are discussed, employees should update their goals in Workday. Additionally, follow through on any actions or new goals that come up during the conversation.
Understanding the performance management process
MSU Denver’s performance management process supports employee growth through three key steps:
Goal-setting (July 15-Aug. 30): Employees set performance and development goals with their supervisors and enter them into Workday.
Midyear conversations (Nov. 1– Dec. 19): This step is a valuable coaching, growth and development opportunity for supervisors and employees.
Year-end performance reviews (May-June 2026): A comprehensive review wraps up the cycle, celebrating achievements and preparing for the next year’s goals.
