Performance review forms and supporting resources were designed to help you efficiently navigate through the review process. Please review the following resources and, if you need guidance on how to approach your performance review(s), please contact your HR Business Partner. If you have any technical questions regarding the submission process, please contact firstname.lastname@example.org.
Managers may also review the HR&IE Operations Guide for the section on Annual Performance Reviews.
With free access for all Tulane employees, we've curated a collection of LinkedIn Learning courses related to the performance review competencies that we thought might be useful to you: LinkedIn Learning Performance Management Resources
*To avoid any loss of work due to idle time within the online form, we highly recommend that managers compose reviews using the 2022 Employee Review Form PDF and then copy and paste your comments into Frevvo once you are ready to submit.
The following frequently asked questions will help managers and staff employees prepare for the annual performance review process.
No changes have been made. The performance review form is the same as last year.
Although self-evaluations are not required at the organizational level, they may be required by individual managers. The use of self-evaluations is strongly encouraged to support a collaborative approach to performance management.
The TUID number can be found by logging onto Gibson Online and going to "TU ID Search" under the Staff tab.
The Job Description competency is weighted at 50% of the final score while the other half of the score is distributed across the other three competencies.
March 7, 2023.
All full-time and part-time employees hired prior to October 1, 2022 must receive a performance review.
If an employee was hired prior to October 1, 2022, you must complete a performance review for them. The review process can facilitate performance conversations with newer employees.
You may complete the performance review upon the employee's return from leave.
Yes. You must complete their review and you should collect input from their previous manager. Document their length of time in the position in the comments section of the form.
Collect input from customers and the employee’s prior supervisor to complete the review to the best of your ability. Contact your HR Business Partner for additional guidance.
Yes. There will be two learning and informational sessions scheduled via zoom - see above under "Informational Session" for more info. The sessions will be open to all supervisors and managers, and they will be recorded for future access. You may also consider accessing some of the additional resources linked above, including the Manager's User Guide or the HR&IE Operations Guide section on Annual Performance Review. If you're in need of any additional support or guidance on review best practices, please contact your HR Business Partner.
Contact your HR Business Partner to determine next steps regarding improvement/development plans.
Refer to the Rating Definitions for clarification on scoring. If you need additional guidance, please contact your HR Business Partner.
Yes. This is a requirement in the performance review form. If you do not have a copy of the job description, you departmental hiring manager or department administrator may have one. If they do not, please contact HRrecords@tulane.edu.
To ensure compliance with our workplace records and reporting requirements in our HR database, you can view the supervisor hierarchy in our Human Resource Information System (or payroll system) (HCM). Managers and supervisors can view their direct reports and initiate certain employment actions by using Manager Self-Service (MSS).
Please follow the below steps:
Log in to HCM:
Confirm your direct reports:
Review your direct reports:
Some basic tips for preparation include:
Yes; you will receive an email copy automatically when your supervisor submits it.
You are advised to discuss your concerns with your direct supervisor. If the concerns are not resolved with the direct supervisor, you may speak to your 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. You must submit your review to your manager with your electronic signature. You are encouraged to add comments to the review, which will be included with the manager’s feedback.
Performance reviews are not required or expected for student employees.
If you need guidance on how to approach your performance review(s), please contact your HR Business Partner. If you have any technical questions regarding the submission process, please contact email@example.com.