ACE Performance Management Module Training: Did you miss the live session? Join the TCHR Team in this recorded training, where we introduce ACE Performance Management (Achieve, Contribute, and Excel).
The session covers everything you need to:
- Set SMARTER goals.
- Have effective 1:1 conversations with your manager.
- Track your progress and navigate the ACE system.
Take the next step in your performance journey and watch the session at your convenience. ACE your performance review with us!
ACE Performance Management System Training Guide (full guide)
A Comprehensive Performance Management Guide for Managers and Supervisors
View these helpful and quick videos to guide you through the performance review process.
Employees
- Discovering Your Strengths (2m 24s)
- Aligning With Your Manager’s Goals (2m 48s)
- Setting Adaptive Performance Goals (4m 22s)
- Managing Emotions During Feedback (4m 6s)
Managers
- Performance Management: Setting Goals and Managing Performance (19m)
- Setting Team and Employee Goals Using SMART Methodology (2m 5s)
- Establishing a Coaching Relationship (3m 40s)
- Providing Performance Feedback (2m 40s)
Micro Learning Guides: Short, focused learning materials to help you stay engaged.
To open AI Role Play, watch the course or select the link below under “AI Role Play.” The designated scenario will appear on screen, and the “instructions” page will introduce you to the situation and goals. You and the AI will each take on a role and engage in a back-and-forth conversation. You can choose to practice in either audio or text mode. When the conversation reaches a natural conclusion, select End Session to receive personalized feedback highlighting strengths and opportunities for growth. Please note: AI may make mistakes.
These tools are a starting point and resource to build confidence and sharpen skills. Managing communication with your team and your business partners is an integral part of this process, helping to ensure that AI practice aligns with real-world collaboration and supports our collective goals as a College.
Want to become the kind of manager who inspires your team to reach their full potential? This course is all about shifting from a "command and control" leadership style to a "manager as coach" style of leadership to transform employee engagement and results. You'll learn how to increase employee engagement and boost results by asking the right questions and listening effectively. It's a great resource for both managers and employees, helping everyone understand what good coaching looks like and how to ask for the support they need. Launch the course here.
Launch the AI Role Play: Ever wanted to practice giving feedback to a colleague who interrupts others? Now you can! In this role play, practice checking in with a high performer and giving brief feedback to encourage more proactive stakeholder communication. The goal is to help you provide quick feedback and create a more inclusive environment for everyone.
2. Difficult Situations: Solutions for Managers
3. Practical Communication Tips for Managers
Enhance ACE Performance Management Guide for Supervisors & Managers
New sections include:
- What if an employee is not meeting performance expectations? (pg. 11)
- Identifying the root causes of low performance (pg. 12)
LinkedIn Learning Paths
Mastering the ACE Review – Employees
Learn how to engage in productive review conversations, seek feedback, and discover resources to support your professional growth.
Mastering the ACE Review – Managers
Gain strategies to excel in mid-year and year-end reviews, conduct impactful check-ins, and provide feedback that strengthens team dynamics.
Career Conversation Guides
Employee: Your mid-year review is not just about performance—it’s an opportunity to align your career goals and explore growth opportunities. Use the Career Conversations Guide to:
- Reflect on your progress and development needs.
- Identify key skills you want to enhance.
- Discuss potential career pathways with your manager.
This mid-year checklist helps clarify your development path and ensure you’re moving in the right direction.
Manager: Career conversations are a key opportunity to support your employees' growth and align their aspirations with organizational opportunities. Use the Manager Career Conversation Guide to:
- Understand your employees’ career goals, skills, and interests.
- Facilitate meaningful talent conversations.
- Provide coaching and development opportunities.
- Identify ways to support internal mobility and professional growth.
Coming Soon: LinkedIn Learning Returns in March
Stay tuned for live workshops featuring the latest platform updates and career development insights for faculty and staff.
Year- End Resources
Make the most of your ACE year-end performance review with the following resources to support employees and managers.
ACE Performance Year-End Review (geared for employees) 60-minute Webinar
Maximize your year-end review! In this session, employees will learn how to:
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Showcase key accomplishments
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Understand and respond to feedback constructively
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Prepare for a successful performance discussion
The webinar also includes a system walkthrough to help you complete your year-end review in the ACE tool with ease.
ACE Performance Year-End Review (geared for managers) 60-minute Webinar
Lead effective and impactful year-end reviews. This session equips managers with tools to:
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Prepare thoroughly for ACE discussions
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Select accurate and fair ratings
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Recognize and reduce potential evaluation bias
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Navigate a range of employee reactions with confidence
Learn to conduct constructive conversations that promote growth, clarity, and engagement across your team.
Watch the replay: Passcode: iM+M7c32
Have questions? Reach out to us at HRISTeam@tc.columbia.edu for assistance.
Please review and download this double-sided, one-page document outlining strategies for the ACE Process.
General Questions
Q: Why do we undergo yearly performance reviews?
A: Research shows that employees achieve optimal performance and growth when they receive consistent, meaningful feedback. The ACE process enables ongoing conversations between employees and managers regarding performance, development, and alignment with strategic priorities. While regular check-ins are encouraged, three formal meetings — goal setting, mid-year review, and year-end review- are required.
Q: Is the ACE framework flexible and adaptable for different units, such as academic departments, programs, and centers? A: Yes. The framework is adaptable. Core elements, such as alignment with TC's strategic priorities, are standardized, but units may also include unique, role-specific, or department-specific goals.
Q: When should performance reviews be completed?
A: The review cycle runs from September to August, aligned with the academic year.
Q: Can this review process be used as a disciplinary tool.
A: No, ACE is a developmental and alignment tool. Policy 308 of the professional staff policies outlines disciplinary procedures separately.
Q: Who participates in the ACE performance process?
A: All full-time professional staff, including managers, participate in the performance management process.
Q: Who will evaluate my performance?
A: Your direct manager leads the review, incorporating your self-assessment and, where appropriate, input from colleagues.
Q: What will I be evaluated on?
A: You will be evaluated on a mix of role-specific goals, core competencies (skills, behaviors, collaboration), and alignment with College priorities
Q: How will this process support my career development?
A: Reviews will highlight strengths, identify areas for growth, and connect you with training or possible advancement opportunities.
Q: What support is available to help me prepare for my review?
A: HR provides guides, training, and system navigation resources to help employees reflect and prepare for meaningful conversations.
Goal Setting
Q: What is the difference between goals and objectives?
A: In the ACE process, the terms "goals" and "objectives" are synonymous and can be used interchangeably.
Q: Am I only responsible for accomplishing my 3 to 5 goals? What about the rest of my job?
A: No, your 3 to 5 goals represent key priorities for the year, and you are still responsible for performing the duties outlined in your job description. Your ongoing job responsibilities and workplace behavior are important parts of your performance evaluations.
- Your goals = priority projects or outcomes that show impact and alignment with the College's strategic priorities and/or departmental goals.
- Your job description = ongoing responsibilities (day-to-day work, team support, compliance, communication, etc.) that are still expected to be carried out consistently, even if they are not written as goals.
Q: Do we complete the goal-setting with our manager or separately first, then meet with our manager?
A: Best practice encourages employees to draft their goals individually before meeting with their manager. Managers may provide the team or unit with overarching direction to align individual goals with TC’s strategic priorities. Goal-setting discussions should be collaborative.
Q: How do I know that my manager will discuss goals with me throughout the year?
A: Goals should be a living part of your one-on-one meetings. Managers are expected to discuss progress toward goals regularly, including during formal mid-year and year-end reviews. Employees are encouraged to initiate a conversation to review progress, address challenges, and revise goals in alignment with shifting priorities throughout the year.
Q: If the goals established at the beginning of the review period are no longer a priority, can I update them?
A: Goals are not meant to be static; however, they should always align with the priorities of the College and your department. If your goals shift, discuss them with your manager, revise or update them as necessary, and then document the changes.
Q: How do I develop my goals if the goals of my area have not been shared?
A: Draft individual goals based on your role/projects, then refine and align them once department goals are finalized.
Q: How do you set goals if you rely on other units to accomplish your work?
A: Managers should collaborate with relevant departments to establish expectations for shared goals. Once unit priorities are clarified, employees can work with their manager to define specific, actionable goals.
Q: What should we do if an employee is on leave?
A: Employees on leave are not expected to complete reviews during that time. Upon return, managers should set or update goals with them for the remainder of the cycle.
Mid-Year and Year-End Reviews
Q: What is the purpose of a mid-year review?
A: Mid-year reviews provide documented feedback on progress toward goals and overall performance. They allow managers to realign objectives in response to changing priorities and for employees to address challenges and seek additional support.
Q: How is the mid-year review different from the year-end evaluation?
A: Mid-year focuses on progress and realignment. Year-end evaluate performance across the entire cycle, highlighting achievements and growth opportunities.
Q: Will I receive a performance category during my mid-year review?
A: No, performance categories are only applied during the year-end phase of the process.
Q: Why can’t I find my (union) direct report in the system? How do I review them?
A: Union employees are reviewed using a paper-based process outside the system. Supervisors should follow union-specific guidelines as per the CBA.
System-Specific Questions
Q: If I manage other managers, will I have access to their reviews of their direct reports?
A: Yes. In the “My Team” tab, you can access reviews of your direct reports and their teams (for full-time professional staff). Union staff reviews remain paper-based.
Q: How are performance categories used in the ACE framework?
A: Performance categories evaluate the results achieved, not the individual. They provide a structured way to assess the outcomes of an employee’s work, focusing on their achievements, contributions, and areas of opportunity. This approach ensures that conversations between employees and managers remain centered on outcomes and goal alignment rather than personal attributes, fostering a constructive and development-oriented dialogue.
Q: When will I receive my first performance review as a new employee?
A: One month after hire. Example: if you start on October 1, your review opens on November 1. Managers may request earlier access via HRISteam@tc.columbia.edu.
Q: I accidentally advanced the ACE Review a stage later than I meant to – my manager hasn't finished her side yet. How can I reassign this to the manager stage?
A: Contact HRIS at hristeam@tc.columbia.edu.
Q: What if I have a situation that doesn’t fit neatly into the examples provided in the FAQ?
A: For nuanced or case-specific scenarios (e.g., goals changing mid-year, conflicting ratings across goals, or unique circumstances affecting performance), please reach out to HRIS (hristeam@tc.columbia.edu) or your assigned HR representative. They can provide coaching or schedule a time to review the situation with you.
Have more questions?
Your inquiries help us keep this FAQ functional and up to date. If you need help with the performance system or have other questions, reach out anytime to HRISTeam@tc.columbia.edu.