601 Performance Management
Yale University is committed to the pursuit of excellence in the workplace and to helping Yale employees contribute to the maximum of their potential. These aspirations can best be reached with annual performance objectives that are well understood and provide staff members with timely and clear performance feedback.
Managers should establish annual performance objectives for each employee, conduct a mid-year status review of the employee’s performance in meeting these goals, and assess each employee’s annual performance in the context of these goals at the end of the fiscal year. This performance management process is designed to ensure that:
1) the efforts of employees are focused on achieving the most important outcomes in alignment with University, school, and departmental goals;
2) employees are provided with direction and feedback that will help them to increase their contribution;
3) employees who make significant contributions are rewarded through a merit-based, pay for performance process;
4) employees understand their development opportunities and are provided with adequate coaching and support.
Completion of the annual goal setting process, a timely year-end written assessment, and an annual performance discussion with each employee are the minimum performance expectations for all Yale managers.
Policy Revision, 10-08
601 Performance Reviews (old policy)
Successful performance and motivation to grow in one's career are often strongly influenced by the advice, assistance, and recognition which an employee receives from his or her supervisor.
University policy encourages regular performance reviews as opportunities for the supervisor and employee to discuss goals and accomplishments, needed changes, and the methods for achieving these. Supervisors should schedule these reviews at least once each year.