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    Performance and Development

    Annual Review

    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 Performance Planning and Development Period

    The standard performance development period is July through June and proceeds as follows:

    July
    Managers/supervisors and employees set goals and priorities for the coming year. The online performance planning system opens for the fiscal year in July.

    August-May
    Managers/supervisors should meet regularly with their employee to discuss progress, accomplishments, and challenges achieving their goals.

    May-June
    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.

    June
    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.

    Performance Category Definitions

    Understand the difference between performance review rating categories.
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    Performance Category Definitions

    Understand the difference between performance review rating categories.
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    Compensation Program

    Tufts provides a framework for rewarding individual contributions, enabling the university to attract and retain a talented workforce.
    Explore

    Compensation Program

    Tufts provides a framework for rewarding individual contributions, enabling the university to attract and retain a talented workforce.
    Explore

    Merit Increase Program

    Tufts provides a pool of funds to support annual merit increases.
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    Merit Increase Program

    Tufts provides a pool of funds to support annual merit increases.
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    Merit Pay Communications

    A separate pay communication meeting should follow the employee's performance review.
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    Merit Pay Communications

    A separate pay communication meeting should follow the employee's performance review.
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    Non-Monetary Rewards

    Non-monetary rewards and strong communications can help build morale and maintain high performance.
    Explore

    Non-Monetary Rewards

    Non-monetary rewards and strong communications can help build morale and maintain high performance.
    Explore

    For More Information

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

    Related
    How to Enter Merit Recommendations Online
    Managers Using the Online Performance Review System (PDF)
    Steps to Electronically Sign a Performance Review (PDF)

    Provided by Human Resources

    Support via Tufts Support Services (TSS)
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    Support Services Walk In Somerville/Medford, Boston and Grafton.
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    Submit Your Request You can use online form for any HR related issues and requests.
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