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Performance Reviews Jobs in Colorado (NOW HIRING)

Magicforce

Performance Test Engineer

Denver, CO · On-site

Strong experience in client-facing roles , handling escalations and performance reviews * Ability to challenge assumptions and drive data-driven decisions * Demonstrated ability to drive teams ...

Team Velocity

Digital Performance Manager (DPM)

Denver, CO · Remote

$90K - $115K/yr

Support and lead client calls focused on digital performance reviews, insights, and next steps * Answer client questions and resolve issues in a timely and professional manner * Build strong working ...

Trimble

Sales Performance Analyst

Westminster, CO · On-site +1

$58K - $80K/yr

Sales Performance Analyst - AECO Sales Are you a strategic problem-solver ready to help drive the ... Work on the monthly commission review and sign-off for critical business units, ensuring robust ...

Trimble, Inc.

Sales Performance Analyst

Westminster, CO · On-site

$58K - $80K/yr

Sales Performance Analyst - AECO Sales Are you a strategic problem-solver ready to help drive the ... Work on the monthly commission review and sign-off for critical business units, ensuring robust ...

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All JobsPerformance Reviews JobsPerformance Reviews Jobs in Colorado

Performance Reviews information

See Colorado salary details

$34.2K

$71.8K

$117.8K

How much do performance reviews jobs pay per year?

As of Jul 27, 2026, the average yearly pay for performance reviews in Colorado is $71,765.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,600.00 and $87,300.00 per year, depending on experience, location, and employer.

What are the 7 job performance factors?

In performance reviews, the seven common job performance factors include quality of work, productivity, communication skills, teamwork, dependability, problem-solving ability, and adaptability. These factors help evaluate an employee's overall effectiveness and contribution to the organization.

What are the 5 C's of performance management?

The 5 C's of performance management are Clarity, Communication, Coaching, Consistency, and Consequences. These principles help managers and employees set clear expectations, provide ongoing feedback, and ensure accountability to improve performance. Applying these concepts supports effective performance reviews and development processes.

What is the difference between Performance Reviews vs Employee Evaluations?

AspectPerformance ReviewsEmployee Evaluations
PurposeAssess employee performance, set goals, provide feedbackComprehensive assessment of employee skills, competencies, and overall contribution
FrequencyTypically annual or semi-annualCan be ongoing or periodic, often annual
FocusPerformance metrics, goal achievementSkills, behaviors, overall job fit
ParticipantsManager and employeeManager, employee, HR (sometimes)

Performance Reviews primarily focus on evaluating recent work performance and setting future goals, while Employee Evaluations provide a broader assessment of skills and overall contribution. Both are essential HR tools but serve different purposes in employee development and organizational planning.

What companies pay you to do reviews?

Performance review roles are typically part of an employer’s internal HR or management team, and companies do not pay individuals externally to conduct reviews. Instead, employees receive performance evaluations from their supervisors or managers as part of their employment process. Some companies may hire external consultants or third-party firms to conduct independent reviews or assessments, but these are paid by the company, not by the individual performing the review.

What is a performance review for a job?

A performance review for a job is a formal assessment where an employee's work performance is evaluated by a supervisor or manager. It typically involves discussing achievements, areas for improvement, and setting goals, often using tools like performance metrics or feedback forms. These reviews help guide employee development and inform decisions about promotions, raises, or training needs.

What are performance reviews?

Performance reviews are formal assessments in which an employee's job performance is evaluated by their manager or supervisor, typically on an annual or semi-annual basis. These reviews provide feedback on an employee's strengths, areas for improvement, and overall contributions to the organization. Performance reviews often include goal setting, discussion of professional development opportunities, and can influence decisions about promotions, raises, or additional training. They serve as a structured way to align individual performance with organizational goals and foster employee growth.

How does the Performance Reviews role collaborate with managers and employees to ensure a fair evaluation process?

In a Performance Reviews role, collaboration with managers and employees is essential to ensure transparency and fairness throughout the evaluation process. Typically, this involves guiding managers on best practices for providing constructive feedback, helping them set measurable goals, and facilitating regular check-ins. The role may also include training sessions for both managers and employees to clarify expectations, address concerns, and standardize the review process across departments. By serving as a liaison and resource, professionals in this area help foster a culture of open communication and continuous improvement.

What are the key skills and qualifications needed to thrive in conducting Performance Reviews, and why are they important?

To excel in conducting Performance Reviews, you need strong analytical abilities, HR knowledge, and a solid understanding of employee evaluation frameworks, often supported by experience in human resources or management. Familiarity with performance management systems and HR software, such as Workday or SAP SuccessFactors, is typically required. Effective communication, objectivity, and active listening are crucial soft skills for delivering constructive feedback and fostering employee growth. These skills ensure fair, consistent, and motivating reviews that drive individual and organizational performance.
What are popular job titles related to Performance Reviews jobs in Colorado? For Performance Reviews jobs in Colorado, the most frequently searched job titles are:
What job categories do people searching Performance Reviews jobs in Colorado look for? The top searched job categories for Performance Reviews jobs in Colorado are:
What cities in Colorado are hiring for Performance Reviews jobs? Cities in Colorado with the most Performance Reviews job openings:
Performance Reviews jobs near you

Performance Test Engineer

Magicforce

Denver, CO • On-site

Other

Posted 6 days ago

Job description

As an Sr. Performance Test Engineer, you will be a part of an Agile team to build healthcare applications and implement new features while adhering to the best coding development standards.

Mandatory Skills

  • 10+ years of experience in performance testing and engineering
  • Strong hands-on expertise in LoadRunner (or equivalent enterprise performance tools)
  • Solid experience working with Google Cloud Platform (Google Cloud Platform):
    • Understanding of cloud architecture, scalability, and performance tuning
    • Services like GKE, Cloud Run, Compute Engine, Pub/Sub, etc.
  • Deep understanding of:
    • Workload modeling
    • Performance tuning (app, DB, infra)
    • APM tools (Dynatrace, AppDynamics, Stackdriver, etc.)
  • Experience integrating performance testing into CI/CD pipelines
  • Strong scripting and analysis skills
  • Exposure to AI/ML in performance testing:
    • Predictive analytics, anomaly detection, intelligent workload modeling

Leadership & Client-Facing Expectations

  • Highly vocal, articulate, and confident communicator
  • Proven ability to lead performance war rooms and critical incident discussions
  • Strong experience in client-facing roles, handling escalations and performance reviews
  • Ability to challenge assumptions and drive data-driven decisions
  • Demonstrated ability to drive teams, influence stakeholders, and ensure accountability

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