Performance management
Performance management at VCU begins with establishing clear goals that cascade from the university’s strategic priorities to the school/department level, and eventually to your individual goals. The intention is to provide a direct line of sight from your everyday duties to the university’s mission and vision, keep you informed about changing department goals, and ensure your good work is recognized. Setting goals at the start of the year, reviewing progress mid-year, engaging in on-going discussions, and providing meaningful feedback during year-end evaluations are core components of VCU’s performance management process.
Talent@VCU
VCU uses Talent@VCU to support the performance management process, software that helps managers and employees work together to set goals and monitor progress throughout the year.
Your role in performance management
All University and Academic Professionals and Classified staff participate in the university’s performance management process. The successful implementation of the performance management process requires engagement of employees, managers, university leadership and human resources staff. Employees are expected to work collaboratively with their managers to set goals for the year, identify career development opportunities, clarify expectations regarding job performance, and fully participate in performance discussions and reviews.
Guidelines and user guides
For assistance accessing these guidelines, please contact VCU Human Resources. Current employees can also log into insidehr.vcu.edu/guidelines/performance-management/ for details.
Performance management guidelines
Performance management goals template
Talent@VCU introduction and how to enter goals instructions
Talent@VCU align and approve instructions
VCU Core and Leadership Competencies
Career development planning form
Performance management process:
- Following a conversation with the manager, the employee enters goals into Talent@VCU.
- The manager approves and aligns the goals with school/department goals and university strategic goals.
- The mid-year review is recommended and strongly encouraged.
- The employee completes a mid-year self-review.
- The manager conducts a mid-year review and the manager and employee meet to discuss progress.
- The employee completes an annual self-review.
- The manager completes an annual review.
- The reviewer approves and signs the annual review.
- School/division leadership review and provide feedback on the employee review.
- The manager and employee discuss the annual performance review.
- The manager acknowledges in the system that the discussion has taken place.
- The employee acknowledges that the discussion has taken place and signs the completed review in the system.