• Human Resources

  • Welcome to Yeshiva University's Performance Management Program's website. Here, you'll find a number of informational and helpful resources designed to assist you in understanding and participating in the University's Performance Management Program.

    The University has committed to a performance management program that will align the achievements and personal growth of employees with the University's vision, mission, and strategic goals. The program will provide a way to effectively and accurately assess accomplishments and skills through the consistent application of established standards. It will also serve as a tool that can assist in identifying barriers to attaining top performance, while providing a strategy for developing individual and team effectiveness. Please review the official announcement from the Chief Human Resources Officer about this program.

    Listed in the accordions below are helpful resources and training. To get started with the Halogen Performance Management system, follow these steps to login for the first time:


    1. Navigate to https://ondemand.halogensoftware.com/yeshiva/welcome.jsp in your preferred web browser.
    2. Enter the following credentials to log in for the first time:
      • Username: Your YU Active Directory username (used for e-mail and computer, if you do not know it, use the YUAD Lookup Tool)
      • Password (case sensitive): Password1
    3. Follow the prompts to change your password and complete the 3 security questions.
    4. Click OK.


    If you have any questions about the Performance Management Program or about setting SMART goals, please contact your manager or the Human Resources Dept. at ERTDINFO@YU.EDU.

  • Announcements

    2013-2014 Performance Management Program (PMP)

    We are pleased to announce the start of the FY13-14 Performance Management Program (PMP) cycle.  As we have done in the past, the process begins with all covered employees working with their managers to establish performance goals and to review competency performance expectations.  You can find complete information about the program and schedules on our website at:Performance Management Program.

    For the past three years we have used “Softscape” as the software tool to help us manage this process.  We currently are in the process of transitioning support of the PMP process to a new vendor, which we believe you will find to be a more robust and user-friendly system, and we will no longer be using  Softscape.   As we are in a period of transition, you will begin the PMP process by entering goals into a performance goal setting form and then saving them locally.  Once the new system is ready, you will be able to “cut and paste” the goals into the system’s goal setting form.  Please download the Performance Goal Setting Formto enter and save your goals.

    Goal setting for all employees who participate in the program should be finalized and formally documented by mid December. 

    We will continue to communicate key steps and dates in the performance management cycle.  The Human Resources department will also provide support materials, training sessions, consultation, and Lunch & Learn programs in support of the new system and the performance management program.   

    Please contact Natasha Reid at natasha.reid@einstein.yu.edu or Michael Sica at sica@yu.eduwith any questions.

    Performance Management Program General Information 

    The PMP process provides a valuable opportunity for staff and their managers to interact and focus on planning for the future, setting goals and clarifying expectations, as well as conducting mentoring and professional development discussions.  We are committed to offering both in-person and online training opportunities for both managers and staff that help inform them on the performance management program process and steps, how to write goals and outcomes, and helpful guidelines on preparing for and conducting the performance assessment discussion. 

    We hope that you have become familiar with the Yeshiva University Performance Management Program (PMP) and are able to complete and benefit from the opportunities that a PMP provides; which include improved communication between staff and their managers as well as a formal opportunity to demonstrate how we value and recognize the contributions of our staff and managers and the importance of investing our time and efforts to assist in their development and advancement.  As important, the PMP helps each of us align our goals with those of our departments, schools and colleges, and University and support their excellence. 

    We are committed to ensuring this process works for our staff and managers and welcome your feedback.  If you have questions or need additional support please feel free to contact me or any of the following Human Resources partners who have worked on the development of both the PMP and the online system. 


    Natasha Reid, Talent Development

    Michele Russo, HR Technology & Operations

    Christina Cruz-Mendez, HR Technology& Operations

    Tanisha Riley, Compensation

     Thank you for your support and anticipated cooperation of this important activity.

     [1] Eligible individuals are defined as those employees not categorized as faculty or not covered by a union contract.



    Process Calendar

    Process Calendar: 2013-2014

    Performance management is a cycle that continues throughout the year.  Effective performance management: aligns the efforts of managers and employees with unit, department and the strategic goals of Yeshiva University; promote consistency in performance reviews; and motivates all employees to perform at their best.   

    The information provided in the Process Calendar will assist all program participants with moving through the three phases of the performance management cycle: Planning, Check-In, and Review.  You’ll see that the important thing is to begin with a discussion about goals and development plans for the year, for managers to provide coaching and feedback as you move through the year, and to keep communicating right through the performance review conversation at the end of the year. 

    For complete details on significant dates and steps in the Performance Management cycle, please click here Process Calendar.


    Competencies and Ratings

    Performance Management Competencies

    Please carefully review the information below before proceeding to the link.  The position categories have been updated to ensure the accurate description of job duties and responsibilities and to clearly provide a guide to the behaviors associated with the competencies.

    In reviewing the competencies, please remember that it is not necessarily your position title that determines your placement.  Rather, it is the nature of your position duties and responsibilities that is crucial.  If, after reading this information, you are unsure as to which link is the one you should use, or if you have any other questions, please contact your manager or the Human Resources Department at ERTDINFO@YU.EDU.

    Professional and Administrative Support Staff:

    This position category includes professionals, who may oversee the workflow of staff and projects and exercise a limited scope of supervisory authority, and Administrative staff, are included in this group.  This group will also include Individual Contributors who may have specialized functional knowledge and responsibilities.  Please follow this link, Professional and Administrative Support Staff Competencies, to the list of core and optional competencies appropriate to your position

    VPs, Deans and Directors:

    Those whose position has a span of control that comprises creation of strategic vision and direction and the management of people, project and fiscal resources.  Please follow this link, VPs, Deans and Directors Competencies, for detailed listing of the competencies appropriate to your position and a guide to the behaviors associated with the competencies.  

    Rating Criteria 
    The following guidelines are illustrative, but not exhaustive, concerning the standards of performance expected for each rating level.  These guidelines are not meant to be rigid criteria, but are offered to assist employees and supervisors in understanding and applying the performance ratings.  If a rating of "Outstanding" or "Needs Improvement" is given the rating manager must provide a comment.  For detailed listing of the rating criteria and their definitions, please click here Rating Criteria and Definition.



    About Goal Setting

    Why Set Performance Goals

    An important part of managing performance is establishing goals for the upcoming year.  The purpose of setting goals is not to detail daily activities, but to help define larger challenges that you will work toward over the upcoming year.  Setting goals is a collaborative effort between employees and managers that serves the purpose of identifying and establishing expected outcomes for the year.

    Setting SMART Goals
    In order to be effective, every goal you write should adhere to each of the SMART criteria.  Please take a few moments to review tips for helping you write SMART goals:  

    The goal should define specific results and provide concrete details on what is to be achieved.  For example, “Start writing a monthly department newsletter” is more specific than “Improve inter-department communication.”

    When writing the goal, define how you and your manager can measure its success.  There are several ways to measure goals: 

    •  Behavior: An observable change in an employee's actions   
    • Quantity: A numerical increase or decrease  
    • Quality: How well the result meets the criteria set in a goal  
    • Cycle time: Time from request to completion; processing time  
    • Efficiency: Resources (time, budget, people) applied to achieve the result

    Goals should be challenging and go beyond your day-to-day duties while at the same time be achievable. 

    When writing, state the results to be achieved rather than the activity or work processes leading to those results.  Focus on what you are responsible for accomplishing. 

    Establish a time limit.  State the date by which results must happen, or, for ongoing expectations, specify how often the goal or expectation must be met as well as how often it will be reviewed. 

    PMP Training

    Performance Management System Training

    The Human Resources Department has developed informational and skills-oriented training programs to provide on-going support. These programs include both classroom-style workshops and convenient on-line training presentations.

    The links below will take you through the on-line training workshops, from a general overview to setting and writing goals. Future workshops will be available to assist you with conducting effective performance appraisal discussions.

    Online Training:

    In order to assist you with navigating the Halogen system, we have developed on-line training courses and simulations to demonstrate how to use this tool. Each module is based upon the steps that either an employee or one who manages an employee will need to complete. To access the online training modules, please click here PMP On-line Training.

    Platform Training:

    In person, platform training will be offered to explain the new Performance Management Program and the Halogen system. The training schedule will be updated as new sessions are offered. 

     For questions regarding the training sessions, please contact Natasha Reid at natasha.reid@einstein.yu.edu. 

    Helpful Resources




    Step 1: Employee Enters Goals:

    Enter the key goals for your position along with recommended weightings for each goal.

    Remember, the weights must sum to 100%. Once you have entered your goals, click onto Send to

    Next Step to forward to your manager.


    Step 2: Manager Reviews and Approves Goals:

    A manager will meet with the employee to discuss and finalize the draft goals that the employee

    prepared in Step 1. A manager will then finalize the weight to be assigned to each goal.

    Remember, the weights must sum to 100%. The manager will approve the goals by clicking onto

    Send to Next Step. If the manager wishes to have the employee adjust any goals based upon their

    discussion, the manager can click onto Send Back a Step and it will be returned to the employee.

    In such cases, the employee will make the necessary changes and again Send to Next Step to the

    manager. See Step 1 for instructions.


    Step 3: Employee Prepares Goal Outcomes:

    Carefully review each goal. Your draft outcome must directly address each of the performance

    objectives stated in the goal. You may want to start by first writing a statement that lists your

    significant actions and achievements for the goal, then reviewing it to ensure it addresses the

    objectives and measurement criteria stated in the goal. You can also attach any documents that

    will support the results of your goal outcome.


    Recommend the rating that best describes your performance in achieving this goal. Remember, to

    receive a particular rating, e.g., “Exceeds”, your performance must have satisfied, in full, all of the

    requirements stated in the description for that particular rating.

    Please click the link to access the Rating Criteria in order to view the ratings and description of

    each rating.


    Once you have completed your goals outcomes and recommended a rating for each goal, click

    onto Send to Next Step to send to your manager.


    Step 4: Manager Reviews and Assesses Goal Outcomes:

    A manager will then review an employee's goal outcome and weighting and finalize the rating that

    best describes an employee's performance in achieving this goal. After the second level review

    has been provided and the performance discussion held, the manager will click Send to Next Step. 


    PMP FAQs

    Performance Management Program 
    Frequently Asked Questions

    The Performance Management Program Frequently Asked Questions (FAQs) were created to assist managers and employees with preparing for and completing the Performance Management Program in the Halogen system. 

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