Year-End Performance Review

Year-End Performance Reviews are when supervisors formally assess their direct reports’ performance over the fiscal year. The process typically begins with an Employee Self-Assessment, allowing staff to reflect on their achievements, challenges, and growth. Supervisors then write a review, considering the self-assessment and their own observations. Employees receive a performance rating, which helps determine merit increases. These reviews provide an opportunity for feedback, goal setting, and discussions on career development.

Performance Management Cycle Timeline

• July - September: Performance Goals and Development Planning
• December - January: Mid-Year Performance Conversations
• March - May: Year-End Performance Reviews
• June: Performance Review and Merit Increase Conversations (merit goes into effect July 1)
• Ongoing: Coaching Conversations Between Supervisors and Direct Reports

Merit Increases

Merit pay is directly connected to an employee’s performance of job responsibilities and achievement of goals for the year and reflects Tufts’ pay for performance philosophy. The overall merit budget is set according to the competitive market and the university’s ability to pay. Managers/supervisors have discretion to recommend an employee’s pay increase based on the employee’s performance rating and the university’s merit guidelines. School or division senior management will review and approve pay increases for their organizations. Read more about Tufts’ compensation philosophy.

See a quick summary of Annual Merit Increases Overview.

For More Information

For questions about the Annual Performance Review and Merit process, please reach out to your Human Resources Business Partner.