Performance Planning and Review
The best performance and career planning comes from regular communication between you and your direct reports about their goals and performance.
Performance planning and goal setting typically start at the beginning of the fiscal year in July, with ongoing development conversations and check-ins throughout the year.
The standard performance cycle closes by mid-June 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, due in May, should reflect the performance review and rating that you write. More information about Merit will be communicated by early May.
Employee Self-Assessment Summaries
To begin the performance review process and help your employees think constructively about their performance over the past year, you can send them the combined Employee Self-Assessment & Manager Feedback form. This form is also available from a link on the Welcome Page of the online Performance Review system accessible through eServe. Direct reports can complete the employee self-assessment section of this form and return it to you to include your feedback and overall performance summary.
5-Point Performance Rating Scale
To make it easier to differentiate performance among staff and to recognize the very top performers, we introduced a new 5-point scale to be used starting with fiscal year 2023 performance reviews. To learn more about the 5-point scale, see Annual Review Process: Performance Rating Definitions and Frequently Asked Questions for Managers.
SMART Goal Worksheet
When setting performance goals with your staff, ensure they are specific, measurable, attainable, relevant, and time-based.
Diversity, Equity, Inclusion, and Justice (DEIJ)
As you develop your goals for the year, think about how you will support these efforts. Later this summer, the Office of the Vice Provost for DEIJ and Human Resources will provide a framework for DEIJ goal setting that will align with the overall SMART Goals process.
Every member of our community can play a role in making Tufts a model for sustainability in higher education. To support this, the Office of Sustainability is updating the process for adding sustainability to annual goal setting. Please consider how sustainability is related to your work and passions and include it in your performance plan for the year. We invite you to share your ideas with us by emailing email@example.com. Here are some suggestions to help you get started. We can also provide further guidance if needed.
Manager feedback should be organized around concrete behaviors, situations that worked well, or situations that might have worked better.
The Feedback Planner is meant to help managers with writing performance reviews or conducting a feedback conversation with an individual.