The foundation of performance management at VCU is ongoing, regular communication between employees and managers with the purpose of achieving SMART goals that support the university’s strategic priorities. Our program emphasizes the establishment of clear expectations through performance goals, competencies (behaviors) and career development.
This website is designed to assist employees, managers, leadership and human resources as they navigate each step of the performance management process. It includes both policy and procedures as well as technical instructions. Performance management tasks are completed in Talent@VCU, our new online software that allows employees and managers to track both learning and performance.
To view all the policy and procedure guidelines in one document, please visit our performance management guidelines.
If you have a question about performance management, including how to complete performance related tasks in Talent@VCU, please contact your HR Professional.
If you are experiencing technical issues with Talent@VCU, such as a log-in error, please submit a ticket to the IT Service Desk.
Performance management timeline
The performance cycle for Classified staff and University and Academic Professional runs November 1 through October 31 each year. The annual performance review begins in November, starting with employee self-reviews. Employees and managers then work together to complete performance reviews in Talent@VCU as well as set goals and a career development plan for the upcoming year. See the annual timeline below:
Employee completes current year self-review in Talent@VCU.
Employee and manager meet to discuss goals and career development plan for new performance cycle; employee enters goals and career development plan in Talent@VCU.
Manager completes current year performance review.
Manager approves and aligns performance goals for new performance cycle.
Reviewers complete calibration process for current year performance reviews, ensuring equitable performance standards are applied to all employees; manager review is shared with employee; employee and manager sign-off on the review, concluding the current year performance review process.
Mid-year reviews are conducted (optional school/unit decision).
This annual performance timeline aligns with the anticipated approval of VCU’s Strategic Plan, Quest 2025: Together We Transform. Cascading your goals from Quest, as well as your school/unit goals, and engaging in ongoing discussions throughout the year are core components of this new process.