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    Welcome to Yeshiva University's Individual Development and Performance Feedback (IDPF) process.  On this site you will find a number of informational and helpful resources designed to assist employees and supervisors with understanding and participating in the IDPF process.


    WHAT IS THE INDIVIDUAL DEVELOPMENT AND PERFORMANCE FEEDBACK PROCESS? 
    The University's Individual Development and Performance Feedback (IDPF) process is designed to facilitate communication between employees and their supervisor regarding the job performance and accomplishments. It is an ongoing process where supervisors and employees work together to plan, monitor, and review work objectives, goals, and professional development. The process is strategically structured to have both employees and supervisors share responsibility for the process and to encourage frequent conversations.

    HOW IS THIS DIFFERENT FROM PERFORMANCE MANAGEMENT?

    Individual development and performance feedback are broad terms that include performance management and employee development. It describes both managing/assessing the work that needs to be done and providing opportunities for professional growth and development. This is a strategic and integrated approach to enhancing the performance that includes:

    • Assessing performance
    • Holding employees and supervisors accountable
    • Providing regular, ongoing feedback
    • Helping each person to develop professionally

    WHAT'S IN IT FOR ME?

    When done consistently and well, the performance development 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 of 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 development practices.

    Benefits to Employees

    Benefits to Supervisors

    • Clear understanding of expectations
    • Opportunity to receive ongoing coaching and feedback
    • Create an action plan to develop skills that are required to perform successfully in a current role or to prepare for future opportunities
    •  Receive a documented overview of performance

     

    • Establish clear, measurable expectations
    • Provide timely feedback on how effectively employees are applying job knowledge and skills to achieve the goals established for their position.
    • Identify performance issues and setting a clear course for correcting or improving them
    • Help you get feedback, resources, and training to meet performance goals
     

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