Tulane is introducing an updated staff competency framework in 2026 to better align performance expectations with our values and reimagined performance management process. This framework identifies the core behaviors that make our work uniquely impactful, ensuring that as technology evolves, our focus remains on the human strengths that drive Tulane's mission forward.
Register for an upcoming informational webinar to learn more about these updated competencies.
Register: Manager Session - Mar 10, from 1-2 pm
Register: Employee Session - Mar 11, from 1-2 pm
Why competencies are changing
Competencies are evolving from a narrow, form-based requirement to a more holistic framework that connects clearly to Tulane’s mission, values, and strategic priorities. The new competencies replace the current three competencies (customer focus, flexibility, and initiative) effective January 1, 2026.
These new competencies emphasize observable behaviors and outcomes, making it easier for employees and managers to discuss performance in concrete terms and link it to goals and development plans throughout the year. This approach supports the move to an ongoing, goal-focused performance process in Oracle, where feedback, coaching, and development happen throughout the year, and highlights the relational skills needed to build trust, navigate change, and partner with technology, recognizing human strengths make technology-enabled success possible.
What competency means
A competency represents a crucial, role-relevant skill or behavior that defines how work should be done, not just what needs to be done. It combines observable and measurable knowledge, skills, abilities, and personal attributes that contribute to enhanced employee performance and, ultimately, organizational success. These competencies will guide hiring, onboarding, performance conversations, recognition, and learning opportunities so that every employee has a clear roadmap for growth.
Our new core competencies for all staff
Select a section below to review the competencies and key behaviors.
Staff employees who do not manage others will be evaluated on the six core competencies below, in addition to role‑specific goals.
| Competency | Definition |
|---|---|
| Flexibility & Growth | Adapts to change, seeks continuous learning, and improves processes through innovation and reflection. |
| Work Excellence | Upholds high standards of professionalism, integrity, accountability, and strong work ethic. |
| Collaborative Communication | Communicates clearly, listens actively, and builds meaningful, collaborative relationships. |
| Customer Focus | Prioritizes stakeholder needs by delivering responsive, high-quality service and continuous improvement. |
| Cultivating Connection & Community | Fosters a welcoming, respectful workplace where colleagues feel valued, supported, and connected. |
| Tulane Values in Action | Demonstrates Tulane’s core values through everyday actions, decisions, and behaviors. |
Introducing a New Managerial Competency: Lead & Inspire
In addition to the core competencies that all staff share, managers will now be evaluated on a new competency—Lead & Inspire—which focuses on guiding and motivating teams while fostering trust and learning. It also prepares managers to lead through digital change, preserving psychological safety and human connection.
For Managers: You'll receive dedicated training on the new competencies, how to evaluate them, and how to use Oracle's performance tools to support meaningful conversations, coaching, and recognition that strengthen trust and engagement.
Staff employees who manage others will be evaluated on the seven core competencies below, in addition to role-specific goals.
| Competency | Definition |
|---|---|
| Lead & Inspire | Inspires, guides, and develops others, fostering trust, teamwork, and growth. |
| Flexibility & Growth | Models adaptability, embraces change, and promotes continuous learning and innovation. |
| Collaborative Communication | Leads with clear, effective communication, active listening, and relationship-building across teams. |
| Customer Focus | Demonstrates strategic service leadership by prioritizing stakeholder needs and engagement. |
| Work Excellence | Sets high standards, leads by example, and demonstrates professionalism, integrity, and accountability. |
| Cultivating Connection & Community | Builds a welcoming, respectful, and supportive environment aligned with Tulane’s core values. |
| Tulane Values in Action | Demonstrates Tulane’s core values through everyday actions, decisions, and behaviors. |
How this supports our new performance process
These competencies will be embedded in the new performance management module in Oracle and integrated with individual goals so performance conversations focus on both what you achieve and how you achieve it. By focusing on both what and how work gets done, employees build better judgment, ethics, and relationships—skills that cannot be automated. This integration ensures that feedback, recognition, and development planning are grounded in the same shared framework, helping every staff member see a clear connection between daily work, personal growth, and Tulane’s broader mission.
Implementation timeline
View the 2026 implementation timeline
These competencies take effect January 1, 2026, and will be used throughout the year for check-ins, feedback, and your annual review. Here's what to expect as we transition to the new framework:
- January 2026: New competencies take effect—begin using the new language in your goals and check ins with your manager.
- January – March 2026: Transition period—work with your manager to discuss and apply these competencies in your regular conversations. Ongoing Employee and Manager Information sessions will be held during this time (see registration details below).
- April 2026: Oracle system launches with full performance management module. You can now document your competency progress and goals in the system.
- Throughout 2026: Ongoing check-ins and feedback using new framework; input and update goal progress in Oracle.
- December 2026: Annual review period opens using new competencies and Oracle system.
Getting started with the new competencies
We understand this is a significant change to our performance process. Throughout 2026, we're committed to providing support, training, and grace as we all learn this new system together. Your development and growth are the priorities, not perfect execution from day one.
Talent Development support
We'll host sessions throughout February and March covering how to integrate competencies into goal setting, feedback conversations, and development planning in Oracle. Registration details and specific dates for upcoming sessions are available below.
Manager Session: Tuesday, March 10, from 1:00 - 2:00 pm
Employee Session: Wednesday, March 11, from 1:00 - 2:00 pm
Missed a session? Watch the recordings here:
- Employee Session
- Manager Session (link coming soon)
LinkedIn Learning Paths
- Employee Competencies
- Manager Competencies
- Lead & Inspire: Be the Leader You'd Want to Follow
- Flexibility & Growth: Leading Through Change
- Work Excellence: Modeling the Standard
- Collaborative Communication: Communicate to Connect & Align
- Customer Focus: Championing Service Excellence
- Cultivating Connection & Community: Build Teams that Thrive
- Tulane Values in Action: Living Our Mission Every Day
Activate your free LinkedIn Learning account
Goal Setting Guides:
- A Guide to Creating Your Individual Development Plan
- Goal Setting Tips: A Guide to SMART Goals
- Defining Short- & Long-Term Career Goals
- A Guide to Aligning Your Career Goals with Job Performance
- Check In Template
Additional guides, templates, and examples will be available on this page and in Oracle once the system launches.
Contact Talent Development at talentdev@tulane.edu with questions.
Next steps
- Review the competencies and key behaviors above
- Register for an information session
- Schedule time with your manager to discuss how these competencies apply to your role
- Reflect on how you demonstrate each new competency today and which you most want to strengthen in 2026
Frequently asked questions
When do these competencies take effect?
January 1, 2026.
What happens to the current competencies?
The new competencies replace customer focus, flexibility, and initiative as of January 1, 2026.
How do we use these before Oracle launches in April?
Discuss and apply them in your regular conversations with your manager. Once Oracle launches in April, you’ll document your progress in the system.
Will my review timeline change?
No. Your review will occur on the regular schedule. The competencies are effective for the full 2026 calendar year (January – December). The 2026 review period will be open from December 2026 through February 2027.
How will managers be trained on these?
All managers should complete training on the new competencies and evaluation process.
What if I need help developing a specific competency?
Talent Development will provide resources, learning opportunities, and support throughout the year. You can also work with your manager to create a development plan focused on specific competencies.
How will Tulane ensure managers are evaluating these consistently?
Managers will receive comprehensive training on the competencies and how to evaluate them. We’ll also provide guidance and examples to support fair and consistent application across the university.
