At Tulane, we believe in fostering a culture of continuous growth and excellence. As part of our commitment to professional development, we have established competencies that guide the skills and behaviors critical for success in our work environment. This page brings those pieces together so you can evaluate performance consistently and connect employees to learning resources.
Getting started
Use the chart below to review each competency you’ll rate during performance discussions. Then browse the FAQs to see how to apply the 1–5 rating scale and where to go for support.
Core competencies
| Competency | What to look for |
|---|---|
| Job Description | Evaluate performance as it relates to the responsibilities and duties outlined in the employee’s job description. If you do not have a copy, contact your departmental administrator or hiring manager. If they do not have a copy, contact HR Records at HRrecords@tulane.edu. |
| Customer Focus | Anticipates, monitors, and meets the needs of customers (internal or external). Demonstrates a personal commitment to providing high-quality service and following through on issues. |
| Initiative | Deals with situations proactively, begins work without constant direction, and seeks opportunities to improve results. |
| Flexibility | Adapts to change and works effectively in ambiguous or shifting situations, encouraging others to do the same. |
General FAQs
How do I use the rating scale?
- Below Expectations: Generally does not meet duties and responsibilities. Requires frequent, close supervision. Immediate and sustained improvement is required.
- Partially Meets Expectations: Performs some duties successfully but does not yet consistently meet the full expectations of the role. Improvement needed in some areas.
- Meets Expectations: Performance is fully satisfactory. Consistently meets and occasionally exceeds performance standards.
- Exceeds Expectations: Performance is consistently superior. Work often goes beyond what is required.
- Outstanding: Clearly and consistently demonstrates exceptional accomplishment in all major areas of responsibility. Contributions are of marked excellence.
Are self-reviews required as prework for the performance review?
Self-evaluations are not required at the university level, but individual managers may require them. Completing a self-review is strongly encouraged to support a collaborative conversation.
How are the ratings on the performance review weighted?
The Job Description competency is weighted at 50% of the final score. The remaining 50% is distributed across the other three competencies (Customer Focus, Initiative, and Flexibility).
What if I don’t have the job description?
Start by checking with your department administrator or hiring manager. If they don’t have it, contact HR Records at HRrecords@tulane.edu for a copy.
How do I connect ratings to competencies?
First, confirm the employee’s responsibilities in their job description. Then, for each competency above, ask: “How often do I see this behavior?” and “Does this person do this independently or only with direction?” Use the 1–5 definitions to choose the closest match.
Manager FAQs
How should managers prepare for performance conversations?
Review the employee’s job description and recent goals in advance. Use the rating definitions above to stay consistent. Be prepared to give examples tied to the four competency areas (customer focus, initiative, flexibility, plus job-specific duties).
Do I need to complete a review for part-time or newer employees?
Yes. All full-time and part-time staff employees hired prior to October 1, 2025 must receive a performance review. If a staff member joined your team late or transferred, complete the review and, when needed, gather input from the previous manager.
I am a new supervisor. How do I review them?
Collect input from the employee’s prior supervisor and key customers or colleagues. Document how long the employee has been in the role and complete the review to the best of your ability. Contact your HR Business Partner if you need additional guidance.
Can I tailor resources to someone’s role?
Yes. Work with your HR Business Partner or Talent Development to identify courses or materials aligned to the employee’s development areas.
What if an employee is below expectations?
Document specific examples, clarify expectations using the job description, and outline immediate and sustained improvement needed. Connect the employee with training resources and schedule a follow-up check-in. You can also contact your HR Business Partner for help.
For additional scenarios (employees on leave, HCM/direct-report list, uploading job descriptions, and more), see the full FAQ set.
Resources
Learning resources by competency
- Customer Focus: LinkedIn Learning collection
- Initiative: LinkedIn Learning collection
- Flexibility: LinkedIn Learning collection
- Performance Management for Supervisors: LinkedIn Learning collection
Activate your LinkedIn Learning account (SSO required).
Performance review forms and supporting tools
Performance review forms and supporting resources were designed to help you efficiently navigate the review process. If you have questions about the process, contact your HR Business Partner. For technical questions, email talentdev@tulane.edu.
Guides and templates
- 2024 Performance Review Manager User Guide
- 2024 Performance Review Employee User Guide
- 2024 Performance Review Guidelines
- One-on-One Agenda Template
- Individual Development Plan Template
- HR Operations Guide (Annual Performance Reviews section)
Informational webinar
Watch this webinar recording to learn tips, best practices, and how to make the most of your annual performance review.
Review forms
*To avoid any loss of work due to idle time within the online form, we recommend composing reviews in the PDF first and then copying your comments into the online form when ready to submit.
Mid-year performance check-in
Use this guide to prepare for mid-year performance conversations, reflect on progress, and set goals for the remainder of the year.
Contact the Talent Development team at talentdev@tulane.edu for questions about competencies, rating conversations, or curated training.
For job description records, contact HRrecords@tulane.edu.
If you need guidance on how to approach your performance review(s), you can also contact your HR Business Partner.
