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Employee Relations

Successful performance management begins with clear expectations, ongoing communication, coaching, and regular feedback. Supervisors are encouraged to address performance concerns early by working with employees to clarify expectations, identify areas for improvement, and provide appropriate support and development opportunities.

The Director of Staff Affairs serves as a resource to departments and supervisors by guiding performance management processes, documentation, and consistent application of practices across units.

When performance concerns persist despite coaching and feedback, additional employee relations processes may be considered. For guidance regarding formal processes, or other employee relations matters, supervisors should contact the Senior Director of Staff Affairs. 

Letter of Reprimand

The letter of reprimand process is used to formally address and document performance concerns and corresponding expectations for classified staff and university staff; typically initiated if standard coaching is not working. The employee's supervisor must initiate requests for letters of reprimand to the College of Arts and Sciences Appointing Authority, by providing a written justification, including documented performance issues and expectations addressed to date. Performance concerns raised in the letter of reprimand should be tied to the employee's performance planning and evaluation document.

The appointing authority will review the justification, collaborate with Campus Human 91´«Ã½, and provide the supervisor with the next steps. If approved, a letter of reprimand will be created, signed, issued, and included in the employee’s personnel file. 

Process

To see examples of whom to contact for different situations, please view the A&S Employee Relations Workflow »å´Ç³¦³Ü³¾±ð²Ô³Ù.Ìý

For detailed process information, pertaining to staff disciplinary action, please contact Shelly Hammonds at Shelly.Hammonds@colorado.edu.

Updated: June 6, 2026