Frequently Asked Questions

1. How does the FOCUS performance management process benefit employees?

The FOCUS performance management process is a mechanism by which employees can understand what is expected of them in their job and how their performance relates to the success of the unit and the University. It provides for regular communication between supervisors and employees to assess job performance and to help the employee develop those skills that are critical to effective performance in the current or future job.

2. Why does Yale need a performance management process?

Every organization needs to achieve certain goals to be successful. With a performance management process, Yale can monitor progress toward achieving its goals and pinpoint the work and activities that were most important in achieving or not achieving them. This knowledge can be used by the organization to redefine goals or to set new ones, and to keep building on the successes achieved.

3. What is the role of the supervisor in the FOCUS performance management process?

Supervisors must set clearly defined, measurable, realistic and time-framed goals with input from their employees. On a regular basis, supervisors must provide an objective evaluation of the work of each employee that fairly assesses the employee's success in demonstrating skills and achieving goals. When an employee fails to meet expectations, the supervisor must explain why, provide coaching and help the employee create a plan of training and development to help the employee be effective in his/her job.

4. Why is Yale requiring overall performance ratings of M&P staff beginning in FY08?

Giving an across the board percentage to all employees at pay raise time, or basing pay increases on tenure, is a vanishing practice. Today, most organizations have adopted formal performance management processes and are linking salary adjustments directly to an individual’s success in accomplishing established goals (for individuals, departments, divisions and the entire organization) on which they are rated at the end of an evaluation period. Pay for performance, or requiring ratings of employees, enables Yale to reward high-level performance and motivate employees to meet individual and organizational goals.

5. Will an overall performance rating be tied to merit?

Yes. Beginning in FY08, the overall performance rating an M&P receives will be tied to a merit increase.

6. If a department is on a different review cycle, must they still have a written performance document by June 30?

Yes. All departments must have this completed by June 30.

7. Who will have access to the FOCUS form/employee record?

Only the employees, their supervisors, Business Managers and HR Generalists will have access to the FOCUS form/employee record.

8. What do I do if I disagree with my supervisor’s rating of me?

If you do not agree with your supervisor’s rating, you have several options. You can fill out the comments section of the FOCUS form. You can have a constructive dialogue with your direct supervisor to discuss the disagreement -- often the disagreement ends once a more clearly articulated discussion between a supervisor and employee takes place. If a discussion with your supervisor does not end the disagreement, and you feel you need to, then speak with your supervisor’s supervisor and/or your HR Generalist.

9. Is there a difference between performance goals and development plans?

Yes, there is a difference. Performance goals are the results you wish to achieve within your current or future position and development plans target how you want to grow and develop in your career. This difference is covered in the core FOCUS classes, “Goal Setting and Feedback for Supervisors” and “Goal Setting and Feedback for Non-Supervisors.” In addition, Organizational Development and Learning offers classes on “Coaching for Development” and “Coaching for Performance”.