Exploring Sequoia

Today, you use Axess and StanfordYou to manage different aspects of your personal information. With the transition to Sequoia, most employees will begin updating personal details, such as home address, phone number, and direct deposit information, directly in Sequoia. These updates will automatically feed into connected systems like StanfordYou for visibility. (Certain groups, like postdocs and student employees, will continue to manage their personal information in Axess.)

StanfordYou will continue to exist in a reduced capacity. Over time, it will primarily serve as a directory interface, with most displayed information sourced from Sequoia. Certain fields, such as work phone, emergency contacts, and AlertSU/SLAC911 preferences, will continue to be managed in StanfordYou.

StanfordWho, the university’s online directory, will remain available and will continue to display information sourced from both Sequoia and StanfordYou, honoring any visibility settings you’ve specified.

Why this change: Moving to Sequoia as the primary source for personal information supports better data accuracy, improved integration across systems, and a single, modern platform for managing your information.

In Sequoia, you will view your payslips in an updated format. The new design continues to provide a clear breakdown of earnings, deductions, and taxes all in one place.

When Sequoia launches, new payslips for 2026 and beyond will be available directly in Sequoia. Historical pay statements (June 2026 and earlier) will remain accessible in Axess. Sequoia will include a link to Axess so you can easily access your historical pay information.

Why this change: Moving to Sequoia also ensures that all future pay information is housed in the new HR and Payroll system, while still providing easy access to your historical records in Axess.

Today, you use Axess time card to record hours worked and time away. In Sequoia, you will complete these same tasks in a new design that separates time entry from absence requests. 

Non-exempt employees will use the Sequoia time card,  a horizontal time card that scrolls right-to-left when entering time. Exempt employees will move to “exception-based entry,” meaning you will only take action when requesting absences or using time off, such as sick, personal time off (PTO), floating holiday, or vacation.

Absence requests will be entered in a dedicated Absence section. You will continue to see real-time absence balances, such as vacation or sick time, but with more detail, including current balances, time used, and upcoming approved requests. 

When Sequoia launches, Axess time card will no longer be available. These tasks will be completed in Sequoia. Employees who utilize a time clock will continue to use their current time clock to record their in and out times.

Why this change: Separating time and absence makes each step clearer while giving you more insight into your balances and future absence planning.

Sequoia will provide new tools that give you more direct access to HR-related actions and support through dedicated sections based on your role:

• Me (for employees)
• My Team (for managers)

These sections are designed to make it easier to find information and complete tasks that are specific to you or your team.

Sequoia will also include a digital assistant chatbot tool that can answer common questions and guide you to the information you need in the system.

In addition, the expanded HR Service Center is prepared to help with a broader range of HR-related topics, including navigating the new Sequoia system and more. 

Time card, absence, and payroll questions will continue to be supported by the Financial Support Center, with both centers working together to support the full range of Sequoia functionality. 

Learn more about the helpful tools available in Sequoia by reading 3 Tools in Sequoia to Help You Find What You Need.

Why this change: These tools and support services are designed to reduce confusion, expand the support available, and make it easier to get the help you need.

For employees, the experience will shift to a new internal careers platform within Sequoia called Opportunity Marketplace. Once Sequoia launches, you will be able to log in to Sequoia to search and apply for jobs across Stanford and have the opportunity to view jobs that may only be posted to internal audiences.

As an internal candidate, you will be able to track the status of your applications and experience a streamlined application process because your employee information is already saved in Sequoia. Your job search privacy will still be maintained throughout this process. SLAC and Stanford jobs will both be visible to you through Opportunity Marketplace, and you can utilize a variety of filters to narrow down your job search.

We’ve also refreshed the Stanford Careers website with an intuitive design that helps external candidates navigate opportunities and discover the breadth of roles across the university. The site features new videos and employee testimonials integrated throughout the experience to highlight the diverse perspectives of our staff and the impact of their work. 

Why this change: Modernizing the Careers site improves the experience for external applicants, while giving you, as an employee, a dedicated platform in Sequoia. This creates a smoother, more integrated process when exploring internal opportunities and is designed to support career growth and mobility for all employees.

Performance management at Stanford is about supporting your growth. It means setting goals, having regular check-ins, and reflecting on progress to guide your professional development. Stanford is introducing a new program called Empowering, Developing, and Growing Employees (EDGE) that will bring greater consistency and transparency across the university.

EDGE will be supported by tools in Sequoia, giving you a single place to set goals, track progress, and engage in meaningful conversations about your work and career.

Key changes include:

• University-wide synced annual timeline: Goal setting, development planning, check-ins, and performance reviews will follow the same annual timeline (May to April) across schools and units, creating clarity and consistency. (Note: SLAC will continue on a separate timeline.)
• Multi-point rating scale: A single performance rating, based on a consistent rating scale, will be paired with narrative feedback, helping ensure performance outcomes are fair and structured while encouraging open dialogue. Additional details about ratings will be shared by your HR team to ensure your school or unit is fully prepared.
• Updated tools: In Sequoia, you will use a modern platform to set goals, track achievements, and prepare for conversations with your manager. This makes it easier to reflect on your contributions and plan for what is next in your role and career.

If you currently use Grow and Perform at Stanford (GPS), some aspects, such as goal setting and narrative feedback, may feel familiar. What is different is the experience. Sequoia introduces a more modern and simplified system that better connects performance management to your overall development at Stanford.

These changes are designed to make performance management a more engaging and supportive experience, not just another process.

Why this change: Together, EDGE and Sequoia provide employees and managers with clearer expectations, enhanced tools, and stronger connections between performance, development, and career growth. A shared framework and modern tools help ensure transparency and consistency across Stanford. 

Sequoia will introduce Talent Profiles, giving you a dedicated space to highlight your skills and experience. Your profile is designed to help you showcase what you bring to Stanford and where you want to grow.

You will have control over your profile. You can decide what information to share, update it at any time, and use it as a tool to guide career conversations with your manager.

Over time, Talent Profiles will also help Stanford better understand the strengths and skills of its workforce. This will support professional development opportunities, career mobility, and smarter ways of connecting our employees’ talent with university needs.

Why this change: This isn’t changing; instead, it’s new for Stanford. Talent Profiles create visibility into the skills and experience of employees, helping match talent to opportunities across Stanford while supporting career growth and development.

Stanford is improving the disability and leave experience to make it clearer, more consistent, and easier to navigate. These changes are being introduced in phases to reduce confusion, provide better support, and simplify processes for employees.

What’s already changed

• Updated plans: California Voluntary Disability, California Paid Family Leave, Non-California  Short-term disability, and all states long-term disability insurance plans were redesigned in November 2024 to align with industry standards. These updates simplify how the plans work, clarify coverage, and make it easier for you to understand your benefits.
• Dedicated case managers: Since May 2025, employees going on disability, pregnancy, bonding, or family care leave have been assigned a dedicated case manager from Sedgwick. This single point of contact simplifies communication and improves the overall experience during leave, facilitating your seamless transition returning to work. 

What’s changing with Sequoia in July 2026

• Clearer updates: Sequoia will give clearer, more direct updates about leave status and return-to-work details, reducing uncertainty and helping employees on a leave of absence feel more informed.

Why this change: These improvements make it easier for employees to focus on health, recovery, bonding, and caregiving when needed, making leave a simpler process, providing a consistent point of contact, and offering more transparent information.