Tulane is introducing an updated staff competency framework in 2026 to better align performance expectations with our values, incorporate our reimagined performance management process, and align with leading practices in higher education. These new competencies clarify what success looks like in every role, support continuous development, and create a shared language for feedback and growth.
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, not just at annual review time.
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.
| Competency | Definition |
|---|---|
| Flexibility & Growth | Adapts to change, learns continuously, and looks for better ways to work. |
| Work Excellence | Delivers high-quality work with professionalism, integrity, and accountability. |
| Collaborative Communication | Communicates clearly, listens actively, and builds strong relationships. |
| Customer Focus | Prioritizes the needs of students, faculty, staff, and partners with great service. |
| Cultivating Connection & Community | Creates a welcoming, respectful environment where colleagues feel valued and supported. |
| Tulane Values in Action | Shows Tulane’s core values through everyday decisions and behaviors. |
| Competency | Definition |
|---|---|
| Lead and Inspire | Inspires, guides, and develops others, building trust and strong teams. |
| Flexibility & Growth | Models adaptability and champions continuous improvement and innovation. |
| Collaborative Communication | Leads with clear, open communication and strong listening across teams. |
| Customer Focus | Sets a service-first tone, ensuring teams meet stakeholder needs strategically. |
| Work Excellence | Sets high standards, leads by example, and reinforces integrity and accountability. |
| Cultivating Connection & Community | Creates an inclusive, supportive environment that reflects Tulane’s core values. |
Introducing a new managerial competency: Lead and Inspire
In addition to the core competencies that all staff share, managers will now be evaluated on a new competency—Lead and Inspire—which empowers them to guide, motivate, and develop their teams while fostering trust, collaboration, and continuous learning in alignment with Tulane’s values. This competency recognizes the unique responsibilities managers have in developing and supporting their teams.
For managers: You’ll receive dedicated training on the new competencies, how to evaluate them, and how to use Oracle’s performance tools.
How this supports our new performance process
These competencies will be embedded in the new performance management module in Oracle, integrated with individual goals. This means performance conversations focus on both what you achieve and how you achieve it.
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.
During the transition period
From January through March, you and your manager should discuss and apply these competencies in your regular check-ins and goal-setting conversations. Once Oracle launches, you can document this work in the system, and it will serve as the foundation for your year-end review.
Implementation timeline
View the 2026 implementation timeline
- January 2026: New competencies take effect
- January – March 2026: Ongoing employee and manager information sessions
- April 2026: Oracle system launches with full performance management module
- Throughout 2026: Ongoing check-ins and feedback using the new framework; input and update goal progress; transition period—work with your manager to understand competencies and align goals
- December 2026: Year-end 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 March covering how to integrate competencies into goal setting, feedback conversations, and development planning in Oracle. Registration details and specific dates are coming soon and will be posted here.
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 (details coming soon)
- 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.
