Special Announcements

Minor updates to the 2024 performance review process have been made to streamline the employee and manager experience when completing the performance review:

  • Check boxes have been added that allow employees to indicate which Quest 2028 goals their own goals align with. Employees can select multiple options for each goal.
  • All employees have the option be rated on leadership competencies (if manager and employee agree). This allows employees to be recognized for leadership outside of manager professional staff, such as leading VCU initiatives, groups, or projects, or managing student employees.
  • Competencies are rated as a group, with a new open text field for the manager to describe any areas of opportunity.

Performance Management

The purpose of performance management at VCU is to establish a clear, consistent foundation for creating meaningful performance goals strategically aligned with university goals, tracking employee progress, providing valuable feedback, and evaluating overall performance. 

Performance management begins with the establishment of clear expectations and well-defined behaviors that cascade from the university’s strategic priorities and values to the school/unit level and to each employee, providing a direct line of sight from the individual’s performance goals to the university’s mission and vision. It includes a mechanism for managers to discuss with staff useful and meaningful feedback on accomplishments or areas for improvement and also includes helpful tips for managers to have coaching discussions with staff on career growth as well as rewarding, motivating, and recognizing high performers.

Performance goals and actions are recorded by employees and managers via Talent@VCU.

Your Performance Management Process

Staff should reference the Performance Management Guide for a comprehensive overview of the performance management process, guidelines and additional resources. Staff are also encouraged to speak with their manager and HR Professional for questions about the performance management process. 

A basic overview of the annual performance management timeline is represented via the tabs below. Schools/units may utilize deadlines that differ slightly from this timeline. This information is presented in further detail in the Performance Management Guide. To access your or your employees' performance reviews during the annual review cycle, access Talent@VCU.

Timeline & Resources

January

  • Employees complete previous performance cycle's self-review in Talent@VCU.
  • Employee and manager meet to discuss the current performance cycle's SMART performance goals and career development plan.
  • Employee enters SMART performance goals and career development plan in Talent@VCU for the upcoming performance year.

Read more in the Performance Management Guide.

Probationary Employees

The probationary period allows the university department or school to evaluate the progress and skills of the first-year employee against established performance and behavior expectations, determine appropriate assignments and monitor other aspects of the employee’s performance. 

View the Working@VCU “Great Place” HR Policies and the Probationary Employee section of the Performance Management Guide for requirements and further details. 

Contact Us

For questions about performance management, contact your HR Professional.

For questions about the VCU Performance Management Guide, contact VCU Employee Relations at emprel@vcu.edu.