There are two components to the “annual review” process, employee performance development and distribution of merit pay increases.
Employee Performance Development
Ongoing communication between a manager and employee regarding performance is a critical component of effective performance development. Managers and employees should have regular check-in meetings where they discuss accomplishments and challenges related to the individual’s work priorities, goals, and professional development.
Tufts Standard Default Performance Development Period
The standard performance development period is July through June and proceeds as follows:
Managers/supervisors and employees set goals and priorities for the coming year. The online performance planning system opens for the fiscal year in July.
Managers/supervisors should meet regularly with their employee to discuss progress, accomplishments, and challenges achieving their goals.
Managers/supervisors should schedule and hold performance review meetings. Prior to this meeting, managers/supervisors can begin drafting reviews in the online Performance Review System beginning in March.
Managers/supervisors should communicate salary changes for the upcoming year after merit increases have been reviewed and approved.
Merit Pay 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. Tufts managers/supervisors have discretion to determine an employee’s pay increase within each of the four performance categories based on university guidelines and approval by school or division senior management.
For More Information
For questions about the Annual Review process, please reach out to your Human Resources Business Partner.