The best performance and career planning comes from regular communication between you and your staff about their goals and performance. Performance planning and goal setting typically start at the beginning of the fiscal year, with ongoing development conversations and check-ins throughout the year. The standard performance cycle closes by mid-May with a written performance review and performance conversation. The review should reflect the past year's accomplishments and development areas and set the stage with goals for the year ahead. Merit recommendations, typically due in May, should reflect the performance review and rating that you write.
This overview of the @Work Performance Development and Compensation Programs explains Tufts' philosophy and programs for developing our employees' competencies and recognizing outstanding performance.
Employee Performance Summaries
To help your staff think constructively about their performance over the past year, send them either one of these employee performance summaries.
- Option 1: Open-ended questions that encourage reflection.
- Option 2: Follows the format of the online performance review system.
SMART Goal Worksheet
Use the SMART Goal Worksheet as a tool to help ensure your staff's performance goals are specific, measurable, attainable, relevant, and time-based.
The Feedback Planner is a tool to help managers organize their feedback around concrete behaviors and situations that worked well or might have worked better. Once you have completed it, you can use the insights to write the performance review or conduct a feedback conversation with the individual.