Open Enrollment is an opportunity for all benefits-eligible employees to enroll in or make changes to their benefits for the upcoming year. Open Enrollment is passive this year, which means if you do not make any changes, you will remain in the same coverage for 2022, except for FSA/HSA elections. Visit 2022 Benefits Open Enrollment: Back TUgether for more info.
The following frequently asked questions will help managers and staff employees prepare for the annual performance review process.
Yes, you must complete their review and should collect input from their previous manager. Document the time in the position in the comments. If the employee worked for another manager for the entire 2020 rating period, you may ask the manager to complete the review.
The current supervisor should contact the previous supervisor. Contact your HR Business Partner for additional guidance.
No, the current system does not allow delegate assignments.
Yes, the reviewer is the only party that can submit the form once it is completed.
You may save the review at any time by clicking the save button at the bottom of the page. It is recommended that you save frequently.
Yes, after saving the form you may print by either right-clicking to print or using the [CTL + ALT + Print] function to print the document out to review with employee.
If an employee was hired prior to October 1, 2020, you must complete a performance review for them.
We encourage engaging in the online performance review process to facilitate performance conversations with all employees.
A job description is not required.
If the change is 15% or less in key duties and responsibilities, HR&IE review is not required. We do request that you submit any changes to HR&IE to be added to the employee file. If the change is greater than 15%, the HR&IE compensation team will need to review the job description.
Performance review scores are not intended to be tied directly to merit increases at this time.
The university has budgeted merit increases effective July 1, 2021. A performance review is required for merit increase.
Yes, active regular full-time and part-time employees hired on or before December 31, 2020 are eligible for merit. The merit increase may be pro-rated based on the hire date.
As a part of a forward-thinking talent management strategy, we are re-engineering the performance management process to support assessment of collaborative goals and promote opportunities for ongoing dialogue between supervisors and employees. More information will be shared at a latter time for plans regarding 2021 performance reviews.
The performance review system form is compatible with any browser; however Google Chrome seems to be the browser of choice to use.
Yes, the performance review system form is compatible with VPN.
Yes.The 2020 performance reviews are in an updated format that evaluates employees on four competencies: Customer Focus, Flexibility, Initiative, and Innovation.
While employees’ self-reviews are not required by the university, managers may require them.
Click HERE for the review form. At the home/landing page, please go to the tabs at the top and click on "Login" to access the form.
The TUID number can be found by logging onto Gibson and going to search Tulane ID under staff tab.
March 15, 2021.
All full-time and part-time employees hired prior to October 1, 2020 must receive a performance review.
If an employee was hired prior to October 1, 2020, you must complete a performance review for them. We encourage using the performance review process to facilitate performance conversations with newer employees.
You may complete the performance review upon the employee’s return from FMLA.
Yes, you must complete their review and should collect input from their previous manager. Document the time in the position in the comments.
Collect input from customers and prior supervisor to complete the review to the best of your ability. Contact your HR Business Partner for additional guidance.
Yes, supervisors may access a recording of the Performance Reviews Presentation and the Manager User Guide. Additional questions may be directed to your HR Business Partner.
Contact your HR Business Partner to determine next steps regarding improvement/development plans.
Refer to the Competency Definitions & Rating Metrics for clarification on scoring. If you need additional guidance, please contact your HR Business Partner.
Some basic tips for preparation include:
Yes, you will receive an email copy automatically when your supervisor submits it.
Employees are advised to discuss their concerns with their direct supervisor. If the concerns are not resolved with their direct supervisor, they may speak to the supervisor’s supervisor. The decision of the supervisor’s supervisor is final.
The employee signature acknowledges receipt but does not mean you agree with the review. Employees must submit their review to their managers (electronically signing it). Employees are encouraged to add comments to their review, which will be included with their manager’s feedback.
Performance reviews are not required for student employees.
For additional guidance or questions, please contact us at employeerelations@tulane.edu.
Here you will find resources for management tools in leadership, communication, and performance development.
