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Performance Management

Each year, Tulane approaches our performance management process with the goal of making performance reviews more effective. While a necessary function in any workplace, at its core, this process is an opportunity to enhance the success of both teams and individuals. Coupled with mentoring, goal-setting, and frequent feedback, formal documentation of performance is an important element of maximizing each employee’s effectiveness. 

The 2021 performance review form is now available here (requires Tulane single sign-on), and submission of all completed performance reviews is due March 7, 2022. Prior to completing the performance review, we strongly encourage supervisors to ask their team members to complete the self-review form. The self-review, while not required, is a helpful tool for both the employee and supervisor.

To avoid any loss of work due to idle time within the online form, we highly recommend that supervisors compose reviews using the 2021 Employee Review Form and then copy and paste your comments into Frevvo once you are ready to submit. 

2021 Performance Review Form 

2021 Employee Self-Review Form

While the 2020 calendar year required an adjusted performance review process—with many in our university working well outside of their job descriptions to ensure the safety of our community—the calendar year 2021 performance review cycle will revert back to our pre-pandemic focus. Specifically, there will be a renewed emphasis on evaluating employees based on their assigned roles while streamlining competencies introduced last year. These competencies – Customer Focus, Initiative, and Flexibility – allow us to align the performance management process with Tulane core values, university initiatives, and a growth mindset. Supported by feedback received from across the university, this renewed focus will help bring to light areas of success, areas needing improvement, and a clear way forward. 

The 2021 performance review introduces a job description rating which helps evaluate fulfillment of job duties and responsibilities while linking them to team goals. Evaluation of performance of key job duties was a feature of pre-2020 performance reviews, and it helps support a future-focused conversation that identifies specific ways to improve job performance. Managers will evaluate their direct reports on a five-point scale (now with half-point increments) on the Job Description rating and the three key competencies.

The performance review will remain managed through the same application used last year to streamline inputs and simplify approvals. User guides and FAQs are linked on the right side of this page. Both managers and direct reports will have the option to include a statement (up to 4,000 characters) before submitting the review to Employee Records.

For further guidance or with questions, please contact your HR Business Partner.