Accessing Prior Year's Performance Assessments

To view or print your prior year’s performance review please follow these easy steps in Workday:

1. Click on your profile picture and select View Profile.

2. On left-hand menu, choose Performance.

3. Select the desired review, either current performance assessment or prior year’s.

4. Select View to see last year’s assessment or Create New PDF to generate a document for viewing, printing or saving.

Previous Session Recordings:

• Performance Assessment Overview Session

Guides For Managers:

• Staff Performance Assessments for Managers

• Faculty Performance Assessments for Managers

• Performance Assessments for Additional Reviewers

• Performance Assessments for Next Level Managers

• Setting Expectations: A Checklist to Save Yourself from “But that’s not what I wanted”

• Sample Performance Assessment Phrases

• Conducting Constructive Feedback Discussions

• Effective Performance Assessment Discussions

• Behavior Terms

Guides for Teammates:

• Staff Performance Self-Evaluation Assessment

• Staff Performance Assessment Competencies

• Faculty Performance Self-Evaluation Assessment

• Faculty Performance Assessment Competencies

Meets Expectations 

Represents the largest cohort, embodying the heart and soul of operations. Consistently demonstrates excellence and reliability, making them fundamentally crucial to success.

Exceeds Expectations 

Routinely exceeds expectations, demonstrating proficiency in all aspects of the role and setting a positive example for colleagues.

Exceptional Performance

Constitutes a select few who consistently excel beyond expectations, setting the platinum standard for leadership and innovation.

Needs Improvement - Developing Player

A smaller cohort vital to future growth. Demonstrates potential and is on a clear path toward becoming integral contributors.

Out of Alignment

Represents a critical focus group requiring significant attention and support. Performance or behavioral gaps require immediate attention.

These performance categories serve as tools to understand where each employee stands and where opportunities for growth exist. Whether meeting expectations, exceeding them, or requiring additional support, these categories provide a framework for recognizing contributions and identifying areas for development, with the ultimate goal of ensuring that every team member is positioned for success and that the organization continues to progress.

At TSTC, our performance assessment process has two main goals:

1. To ensure managers clearly communicate expectations and provide guidance so employees fully understand their role and responsibilities.

2. To give employees the opportunity to address any challenges and grow in their role within an agreed-upon timeframe.

Our reviews aren’t just about assessing performance—they’re about making sure everyone has the tools and support they need to succeed. Every TSTC employee will receive an Annual Performance Review through Workday, standardized across the college to reflect each level—whether leadership, faculty, or staff.

All employees who have completed at least three months of service are included in the annual or mid-cycle review. These reviews focus on core competencies like performance, conduct, ownership, and teamwork. For faculty, there are additional, faculty-specific elements included to ensure the process is relevant to their unique roles.

If the comment sections for each competency is taken away, does that limit the feedback that can be provided by both teammate and manager?

No. Removing the comment boxes for each competency allows a streamlined and easy process to provide performance categories. Both teammates and managers have the opportunity to provide any feedback regarding the year's performance in the overall comment box.

What is the overall timeline for the process?

Our performance assessment launches September 3rd and will end September 30th. 

Is there a quota for each rating?

There are no quotas for how many teammates should fall into each performance category. However, we typically will see the majority of teammates fall into our Meets Expectations / Intermediate / Effective rating. These are our largest cohort of teammates, and they are the heart and soul of our operations at TSTC. 

Are assessments only for teammates who have been here 1 year?

Teammates who have been here at least 90 days will be included in the annual performance assessment.

Are performance assessments associated with merit increases?

While performance categories and the performance assessment are a part of merit, there are other factors and departmental decisions that go into providing and determining merit.

What time periods of performance does the 2024 Performance Assessment cover?

This performance assessment cycle includes performance for FY23 fiscal year 09/01/23 through 08/31/24.

What are the percentages for merit associated with the Performance Assessment performance categories?

While performance categories and the performance assessment contribute to the merit process, other factors and departmental decisions also play a significant role in determining merit.

I was part of the mid-cycle performance assessment process this spring. Will I be included in the Annual Performance Assessment?

Yes. All TSTC teammates who have been employed for at least 90 days will be included in the assessment.

At what point in the process do I have the conversation with my teammate? Is it after manager submission before sending to one up manager for review or after one up manger review and approval ? 

Once your manager reviews and approves your submission, you should be having your one on one conversation with your teammate.

We are here to help at any time, please feel free to reach out to us at humanresources@tstc.edu, at extension 1HR4U, or by calling us at (254) 867-4748.