Annual Performance Review

There are two components to the Annual Performance Review process: Employee Performance Development and distribution of Merit 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 Employee Performance Planning and Development Period

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

July:
Managers/supervisors and employees develop performance plans, including goals and priorities, for the coming year. The Performance Planning system opens on eServe for the upcoming fiscal year in June.

July-June:
Managers/supervisors should meet regularly with their employees throughout the year to discuss progress, accomplishments, and any challenges to achieving their goals and priorities.

December-January:
During mid-year review time, managers/supervisors and their employees review the performance plans and discuss accomplishments to date, challenges, and/or changes in key performance areas.

March-June:
Managers/supervisors should schedule and hold performance review meetings and document the reviews in the Performance Review system by mid-June. Prior to this meeting, managers/supervisors can begin drafting reviews beginning in March.

June:
By mid-June, performance reviews should be completed and documented in the Performance Review system.

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 FY24 Annual Merit Increases.

For More Information

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