Announcing a Simplified Approach to Staff Performance Management

Performance reviews play an important role for strengthening communication between managers and
direct reports at TCU. Performance conversations throughout the year help sustain learning and growth,
while also identifying where people can benefit from support, skill-building or new and interesting
opportunities in their role and on campus. These conversations are about much more than setting goals!

Starting this year, staff employees and their managers will experience a simplified model for performance management. In addition to aligning goals to the TCU Values, the program includes clear and easy Summer, Fall and Spring check-ins for managers and direct reports.

The cycle dates will move to an academic year cycle instead of the current calendar year cycle. While some managers use time during winter break to write reviews, most report a preference not to have to worry about them during that time. HR is also aware that a number of departments prefer setting goals and achieving outcomes within the school year.

For 2025-2026, staff will have an extended cycle to transition to the new timelines. As a reminder, goals can be updated at any time up to and including during Self-Evaluations. 

The dates for this year are:

• Goal Setting – April 1 – August 31, 2025
• Summer Check In – June 1 – July 31, 2025
• Fall Check-In – November 1—December 15
• Spring Check-In – February 1 – March 15
• Self-Evaluations – April 15 – May 31
• Manager Review & Meetings – June 1 – July 31

Starting August 1, 2026, the cycle will align with TCU’s academic year. Goal Setting will begin in August, there will be Fall and Spring Check-Ins, and Self-Evaluations due at the end of May. The Manager Review & Meeting will be wrapped up by the end of Summer (July 31).

Successful performance development hinges on the valuable time managers and team members spend together discussing department and individual goal and identifying ways to find professional satisfaction in the work being done. Since most departments set goals based on the academic year, shifting performance to align similarly should make these discussions easier!

Keep your eye out for more about the 2025/2026 staff performance cycle improvements plus tips and resources to develop closer teams, confident managers and capable colleagues, campus wide.

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Visit the Performing & Developing web page for additional information and resources.
Questions? Contact us at hrperformancemanagement@tcu.edu.