Exploring Sequoia

Previously, you used Axess and StanfordYou to manage different aspects of your personal information. Now, most employees update personal details, such as home address, phone number, and direct deposit information, directly in Sequoia. These updates automatically feed into connected systems like StanfordYou for visibility. (Certain groups, like postdocs and student employees, continue to manage their personal information in Axess.)

StanfordYou continues 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, continue to be managed in StanfordYou.

StanfordWho, the university's online directory, remains available and continues to display information sourced from both Sequoia and StanfordYou, honoring any visibility settings you've specified.

In Sequoia, you 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.

New payslips for 2026 and beyond, as well as W-2s, are available directly in Sequoia. Historical pay statements and W-2s (June 2026 and earlier) remain accessible in Axess. Sequoia includes a link to Axess so you can easily access your historical pay and tax documents.

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

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

Absence requests are entered in a dedicated Absence section. You 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.

Axess time card is no longer available. These tasks are now completed in Sequoia. Employees who utilize a time clock continue to use their current time clock to record their in and out times.

Sequoia provides 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 also includes 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 continue to be supported by the Financial Support Center, with both centers working together to support the full range of Sequoia functionality.

For employees, the experience has shifted to a new internal careers platform within Sequoia called Opportunity Marketplace. You can now 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 can 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 is still maintained throughout this process. SLAC and Stanford jobs are both 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.

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 introduced a new program called Empowering, Developing, and Growing Employees (EDGE) that brings greater consistency and transparency across the university.

EDGE is 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 performance management cycle: Goal setting, development planning, check-ins, and performance reviews now follow the same timeline across schools and units, creating clarity and consistency.
• Multi-point rating scale: A single performance rating, based on a consistent rating scale, is 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 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 did 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.

Sequoia introduces 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 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. 

• Clearer updates: Sequoia gives 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.
• 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.