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.
TAP will be implemented in multiple phases, so that staff and managers can have sufficient time to learn about the new process. Phase 1 is scheduled to launch in November 2022, to initiate the staff’s mid-year performance review, and Phase 2 is scheduled to launch in April 2023 to initiate the staff’s year-end performance review and will align to the merit increase process.
Mid-year and year-end reviews will be 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.
The University believes strongly in continuous performance management and the opportunity for every staff member to develop their skills and competencies. Mid-year reviews are an opportunity for managers and staff to communicate with each other on the progress of their objectives for the year. These mid-year reviews will help inform managers and staff if they are on track to meet expectations for their annual review period.
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’ve previously set (or to determine new goals).
You will have the opportunity to complete either your self-evaluation or manager review when you return. 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.
Achieving or making progress towards the objectives you’ve set will be part of your annual performance review, so it’s important that you’re 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.