Albert Einstein College of Medicine is committed to a performance feedback program that fosters and rewards excellent performance. An effective performance feedback process promotes consistency in performance review, motivates all employees to perform at their best and is conducted with fairness and transparency. This is a continuous process that aligns the efforts of employees and supervisors with individual, departmental and strategic goals. The employee, the supervisor and the college play significant roles in a partnership that includes performance planning, assessment, coaching and development.


Performance feedback is a broad term that describes both managing and assessing the work that needs to be done and providing opportunities for professional growth and development. It is a strategic and integrated approach that includes:

Planning: Employees and supervisors meet to clarify expected outcomes for the year and set goals that link the employee’s job to individual, department and strategic objectives.

Check-In: Once performance expectations and goals are set, employees and supervisors are responsible for checking in regularly to discuss the status of goals and for supervisors to provide feedback on areas of success and on those requiring improvement. Ongoing communication provides the opportunity to adjust objectives and expectations as needed.

Review: The performance review discussion summarizes the employee’s contributions over the entire appraisal period; ascertains areas in which supervisor support may be needed; and provides an opportunity for the employee and the supervisor to identify professional development needs. The three phases of this integrated approach ensure that the process is a collaborative one that begins with a discussion of expectations and goals and is sustained with feedback and coaching, as well as communication that continues through to the performance review discussion at the end of the process cycle.


When done consistently and well, the performance feedback process results in better performance on the individual and organizational levels, higher satisfaction and morale among staff, retention of strong performers and an effective means for correcting poor performance.

There are also costs for failing to manage performance effectively. Unresolved performance issues lead to lower productivity, poor department morale and, ultimately, more time and energy spent resolving issues that could have been addressed by ongoing performance feedback practices.


Benefits to Employees
  • A clear understanding of expectations
  • An opportunity to receive ongoing coaching and feedback
  • The creation of an action plan to develop skills that are required to perform successfully in a current role or to prepare for future opportunities
  • The receipt of a documented overview of performance
Benefits to Supervisors
  • The establishment of clear, measurable expectations
  • Timely feedback on how effectively employees are applying job knowledge and skills to achieve the goals established for their positions
  • Identification of performance issues and the ability to set a clear course for correcting or improving them
  • Help in getting feedback, resources and training to meet performance goals


In support of the Performance Feedback Program, we now offer several training sessions: Overview of the Performance Feedback Program; Setting SMART Goals; Preparing for the Performance Feedback Discussion; and Coaching for Peak Performance. Please click here for access to Halogen, the college’s Learning Management System, to register for a session.

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