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DEI competency central to new performance management process for university managers and staff
Flowers in foreground with door and Emory logo in background

A shift in Emory University’s performance management process includes a new diversity, equity and inclusion (DEI) competency to better align with Emory’s values.

University managers and staff will begin using Bullseye, instead of PeopleSoft, for performance evaluations starting later this spring. The new system promises a simpler user experience, with fewer steps to complete a review, easier navigation and advanced tools.

“We are excited to partner with Bullseye to offer our managers and staff a much better tool for conducting performance evaluations,” says Randall H. Lucius, assistant vice president of learning and organizational development. “Our goal is to modernize and simplify the process, making it easier to complete reviews and allowing for more meaningful evaluations to take place.”

All managers who supervise staff will use the new system for FY23 performance reviews. Emory Human Resources is working to deliver Bullseye by late February 2023 to accommodate mid-year reviews, which are historically due in early March. Those who prefer to complete mid-year reviews prior to Bullseye implementation are encouraged to use a paper form until the system is available.

New DEI competency

Emory University staff will soon be evaluated by the following DEI competency:

Pursues knowledge and displays a self-awareness of diversity, equity and inclusion (DEI) and related social issues. Seeks personal development opportunities in DEI. Adopts or modifies operational practices to help ensure diversity, equity and/or inclusion. Actively addresses or makes known issues of inequity and bias whenever possible.

“We added a DEI competency to further strengthen and support the university’s commitment to creating a diverse, equitable and inclusive culture,” explains Lucius. “Making DEI a part of the performance review process not only helps reinforce the university’s commitment to DEI, but it also creates individual pathways for our managers and staff to continue to learn and develop in this critical area.”

During the inaugural DEI competency rollout, a rating will not be required for managers or non-managers in FY23. Only written feedback will be expected for this cohort during the first year of implementation.

For university leaders (those at the director level and above), a rating and written feedback will be required this year. In FY24, all staff will receive a rating and written feedback.

In addition to the DEI competency, other competencies have been streamlined to remove redundancies. Emory University’s complete competency model can be found on the competencies page of the Human Resources website.

Upcoming DEI competency training sessions

The Learning and Organizational Development department is offering training sessions to support both managers and staff with the new DEI competency. All managers and staff are encouraged to attend one of the training sessions. A session will also be recorded and posted for those who are unable to attend.

DEI Competency Training Session 1

Monday, Feb. 6, 2 p.m.

Open to all university managers and all staff

Zoom meeting; registration is full 

DEI Competency Training Session 2

Tuesday, Feb. 21, 2023, 10 a.m.

Open to all university managers and all staff

Zoom meeting; register here

DEI Competency Training Session 3

Wednesday, March 1, 2023, 1:30 p.m.

Open to all university managers and all staff

Zoom meeting; register here

Note: Performance management process changes apply to Emory University staff only; the process for Emory Healthcare employees will not be impacted by the university’s change.

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