Office of Human Resources

TAP stands for Talent Advancement Program. TAP is Brandeis’ commitment to fostering a culture of engagement and to supporting staff professional development and career growth at the university. It emphasizes a continuous and collaborative performance management process between managers and staff. A goal of TAP is to enable frequent and ongoing development conversations throughout the year about performance objectives, achieving career goals, and making sure duties and competencies are aligned to job descriptions.

Mid-year and year-end reviews are required for all staff. We strongly encourage staff to have an open dialogue with their managers throughout the year so that a mid-year review is an opportunity for managers to evaluate and discuss with staff about their half-year performance and progress of objectives for the year.

If either the employee or their manager is absent during the mid-year review period or year-end review period, if possible, the review should take place when the employee or manager returns to work. In some cases, however, when a supervisor is out on leave and the employee is being supervised by an interim manager, the review may be completed by the interim manager. Additionally, in other cases, when an employee is out of work and returns during a time when the review period is closed, it may be necessary to have the evaluation take place during the next review period. 

As a staff member, it is important you make sure to be in contact with both your Manager and your Senior HR Business Partner to ensure there is follow-up.

If you are a manager and doing the manager review, make sure to also contact the staff member(s) for whom you are doing the review.

Reach out to your department’s Human Resources Business Partner.

No. Managers have the responsibility to complete their staff’s performance reviews in time and conduct regular performance discussions with their staff.

Staff and managers will enter and track their mid-year and annual performance reviews in Workday, Brandeis’ system of record for HR data.

Employees should follow the instructions on the Job Aid to access their own Job Profiles in Workday.

An employee can access their completed mid-year review from the performance section of their Workday profile. For step-by-step instructions on accessing your mid-year review, please refer to Locate Your Mid-Year Review in Workday (pdf).

Review your job description with your manager. Ensure your objectives or goals align with your job description as well as with the strategic initiatives of the university. Reviewing your job description ensures your annual review evaluation is tied to the responsibilities of your job description and position. Complete a self-evaluation to see how you are aligning with the goals you have previously set (or to determine new goals).

Yes! Work with your manager to set attainable objectives that can enhance your career development and fulfil your job description. For guidance on setting SMART (Specific, Measurable, Achievable, Realistic, Time-Bound) Goals, please refer to the TAP SMART Goals Worksheet (pdf).

Achieving or making progress towards the objectives you have set will be part of your annual performance review, so it is important that you are creating realistic objectives. Your goals or objectives should align with your job description but also provide an opportunity for you to grow in your position and learn a new skill. For guidance, please refer to the TAP SMART Goals Worksheet (pdf).

Your mid-year review will be part of your annual review as it will help your manager determine if you are meeting the expectations of your job.

No. Managers have the responsibility to complete their staff’s performance reviews in time and conduct regular performance discussions with their staff.

No. Mid-year reviews can have an impact on your annual review, though, which does tie to your merit increase going forward.

The TAP Year-End/Annual Performance Review will be available in Workday from April 1, 2025 through May 2, 2025.

An employee’s performance is the foundation of a salary increase program based on merit. We are hopeful that we will offer a merit program for July 1, 2025, pending the Board of Trustees’ review and approval.  Assuming that there is a merit program, we anticipate that managers will begin entering pay increases in Workday approximately a week after the TAP Year-End/Annual Performance Review process ends. Since managers should consider performance when determining merit increases. A staff member’s TAP Year-End/Annual Performance review must be completed before their manager makes a recommendation in Workday for a merit increase. Additionally, senior leaders need time to review and approve the recommended increases that managers have entered into Workday. This is why it is important to complete Year-End/Annual Performance Reviews within this timeframe.

Six months is the minimum amount of time necessary to meaningfully assess a staff member’s performance. As such, January 1st is the eligibility date to receive both a Year-End/Annual Performance Review and a merit increase for July 1, 2025.  Please note that unionized employees who participate in TAP may have different salary increase processes.

No. Because a staff member’s performance should inform any merit action, and because we need sufficient time to assist managers and senior leaders in assigning and approving merit increases, we cannot grant extensions for the completion of TAP Year-End/Annual Performance Reviews. In developing this year’s TAP Year-End/Annual Performance Review and merit process schedules, we have consulted senior leadership and considered the academic calendar and planned holidays and breaks.

Yes, if your manager is out of work on an approved leave, you will fill out your self-evaluation in Workday as usual. Then, the self-evaluation will be routed to your manager’s supervisor, who will complete your TAP Year-End/Annual Performance Review in Workday.

Depending on the timing of the employee returning to work, generally, the TAP Year-End/Annual Performance review should be completed when the employee returns to work. Please consult your Human Resources Business Partner for additional information.

Employees who do not have completed TAP Year-End/Annual Performance Review will not be excluded from the merit process in Workday.  However, all managers, excluding those who are on leaves of absences, will be expected to complete TAP Year-End/Annual Performance Reviews in Workday for their staff and all staff are expected to complete a self-evaluation. Senior leaders will be monitoring their direct reports completion of the TAP and will receive status reports detailing their unit’s progress with regard to TAP Year End/Annual Performance Reviews.

This year, the ratings will not be “hardwired” to specific percentage increases. However, a staff member’s rating should inform their merit increase. HR will provide general guidelines on pay increase allocations by rating.

Competencies are the knowledge, skills, abilities, and behaviors that contribute to a staff member's success in their role. They define how work is done—not just what is accomplished. Competencies provide a common language for performance expectations across Brandeis.  Competencies play a central role in helping staff succeed and grow over time, and they are an important part of the TAP performance rating.

Exceeds Expectations
The staff member consistently goes above and beyond expectations. They demonstrate exceptional performance and innovation in their work, show mastery of competencies, and take initiative. They are recognized as a role model and often lead change or improvement efforts. Minimal direction is needed.

Successful
The staff member consistently meets job expectations and occasionally exceeds them. They are capable, dependable, and productive, with effective performance throughout the review period. They take initiative, collaborate well with others, and typically require little supervision.

Developing
The member meets expectations in some areas but needs improvement in others. This rating often applies to newer employees or those learning a new role. Their performance shows potential but requires additional training, coaching, or support to reach consistent success.

Improvement Needed
The staff member consistently falls short of expectations. Their performance, productivity, or competency mastery is below acceptable standards. They require significant oversight and must show improvement within a specified timeframe to remain in their role.  

If you as a manager selects the Improvement Needed rating, reach out to your Senior HR Business Partner before you select the rating in Workday and discuss with your staff member.  Your Senior HR Business Partner will advise you on the best approach to address the performance.