This year is the last transitional year of the performance cycle, overlapping with
winter break to align with a strict calendar year – January 1 – December 15. As the new academic year approaches, achieving goals that were set at the start of 2026 should be getting close to completion. On September 1, Self-Evaluation, which is the next step in the evaluation process, will open. While goals remain open through the end of the full process, it's recommended that employees and their managers update and document what’s been accomplished by August 31.
Distraction-Free Zones are Back
Last performance cycle, HR Employee Success introduced Distraction-Free Zones, which provide protected time for individuals to focus and make progress on performance reviews in a calm, shared space. These drop-in sessions allow employees to work quietly alongside colleagues, with Employee Engagement & Success partners on hand to answer questions, offer guidance
and help you move past sticky spots. Sessions where Spanish assistance is provided are marked with an asterisk. Laptops are also available to check out during
the sessions and unless requesting a laptop, no reservations are required.
No presentations. No pressure. Just uninterrupted time to get it done.
Self-Evaluation Step-by-Step presentations.
Human Resources has created a step-by-step guide to help you access, navigate, and
complete your self-evaluation. The guide explains how to locate your self-evaluation
in PageUp and walks you through each step of the process.
View the Accessing and Completing a Self-Evaluation Guide
Why Self-Evaluations Matter
Your self-evaluation is more than a form. It’s an opportunity to tell the story of your year. It’s where you highlight your impact, capture your accomplishments, and reflect on the skills you’ve developed or want to strengthen.
Use specific examples, measurable outcomes, and insights from your work during the year to show your contributions clearly. Revisit your notes and any milestones you tracked in the PageUp Journal. This feature is a great way to record completed projects, kudos, and wins throughout the year, helping you paint a full picture of your growth and success.
Managers juggle many priorities, and self-evaluations are a helpful reminder of the value you bring to your team and TCU. Thoughtful, detailed reflections help ensure your work gets the visibility it deserves.
All staff employees have the opportunity to provide feedback to their managers as part of the annual performance review process.
The Manager Feedback Survey is available only during the Self-Evaluation step and takes just a few minutes to complete. Feedback is anonymous and collected by Human Resources. After the full performance cycle ends in December, managers receive a summary report from an Employee Success Partner and may discuss key takeaways in follow-up conversations.
Employees can access the survey directly from:
- The Self-Evaluation Start page
- The Self Evaluation & Manager Review tab
- The HR email that opens the Self Evaluation step
When completing the survey, you’ll be asked to enter your manager’s email address so HR can route responses correctly.
Adding Goals: August 31, 2026, as the target to have them in the system. Goals remain open until the end of the review cycle, which means you can update and modify them during the self-evaluation process.
Self-Evaluation: September 1 – October 14, 2026
Employees reflect on their accomplishments and challenges, refine goals and add kudos
or other supporting materials from the past year. The self-evaluation step closes
on October 14 and cannot be reopened if that date is missed.
Manager Feedback Survey:
Available during the Self-Evaluation step via the HR email link and within PageUp.
Manager Review and Meetings: October 15 – December 15, 2026
The Manager Review step opens October 15 and closes before TCU’s winter break. Managers can reference
goals and any notes to complete their evaluation. The self-evaluations of direct reports
are also available to review. Managers cannot see any direct feedback from the Manager
Feedback Survey until after the entire cycle has closed. This information will be
communicated by an employee success partner in HR.
Additional Resources for Self-Evaluation
Looking for more guidance? Explore the teams@work feature “Tips for Writing a Strong Self-Evaluation (with Examples)” for advice on writing self-evaluations, LinkedIn Learning courses on self-appraisals, and downloadable TCU templates to help organize your reflections and goals.
Planning Ahead
Going forward, the annual performance cycle will run from January 1 – December 15. This allows plenty of time for goal setting and success, mutual feedback and conversations throughout the year and salary/merit planning alignment.