TCU’s staff performance management philosophy is based on the understanding that open,
ongoing dialogue between employees and managers fosters engagement, strengthens teams,
and drives results. Performance development isn’t just about setting goals—it’s about
creating an environment where employees feel supported, valued, and empowered to thrive.
A Streamlined Performance Cycle Our performance management process follows an annual cycle designed to support continuous
growth and development. Employees and managers engage in structured conversations
throughout the year to set goals, track progress, and discuss professional development.
The refreshed cycle consists of four clear, easy-to-follow steps:
Goal Setting: April 15 – August 31, 2025 Staff set goals with their manager at the start of the academic year. These goals
can be adjusted as responsibilities evolve because Goal Setting stays open until Self
Evaluations are complete.
Mid-Year Check-In: September 1 – December 1, 2025 A conversation between employees and managers to reflect on progress and make any
needed updates. The system provides an actionable way to document these conversations and track goal achievement.
Self-Evaluation: December 1, 2025 – January 31, 2026 Employees reflect on accomplishments and challenges, and submit their self-evaluation directly to their manager to move the process forward, as soon as December 2 and no later than January 31.
Manager Review & Meetings: December 2, 2025 – March 1, 2026 Managers complete the final review using input from goal setting and check-ins to
support meaningful feedback, all within the academic year. If the manager step is
not initiated by the employee, Human Resources will move managers into this step on February 1.
These dates remain consistent going forward from 2026, giving departments predictability and helping HR and finance teams during salary and budget planning.The updated menu in Page Up reflects these new steps:Employees and managers are encouraged to have ongoing conversations beyond scheduled
check-ins, ensuring that feedback and development remain dynamic and responsive. Goals
can be adjusted throughout the year, and resources are available to support professional
growth.
