SAFE Labs

OttLab_2025: The PI and team members commit to providing open and fair feedback on each other’s performance at least once per year. Feedback is encouraged throughout the year and is never understood as personal criticism but as a constructive way to promote personal and scientific growth and foster a healthier work environment.

ReinhardLab_2025: All lab members have 1o1 meetings with the PI as illustrated in the section “Regular meetings”. In addition, at the end of each year, the PI meets with every lab member separately to provide mutual feedback and discuss future plans. These meetings follow a structured outline, require preparation on both the PI and team member side, and ensure that feedback is constructive and bidirectional.

INSIGHTLab_2026: This is embedded in policy at Tilburg University: every year there is a Performance and Talent Development meeting, which allows for bilateral feedback.

UraiLab_2026: The university encourages a yearly ‘functioneringsgesprek’ (see this form). I will draft a mentoring agreement with each lab member, and I aim to have a big-picture ‘review meeting’ with postdocs and PhD students twice a year.

RadzisheuskayaLab_2025: We will review your long-term progress and work performance during yearly appraisals. This is also an opportunity for you to give me feedback on your experience working in the lab and under my supervision. During these meetings, we will also discuss the training you have undertaken and plan the training for the next year. The schedule is sent via Outlook Calendar.

CoenLab_2025: All lab members have 1-on-1 meetings with Pip every week. In January, one of these meetings will be dedicated to bilateral feedback. A form will be provided, with sections to be completed before, during, and after, the meeting.

The goal of these sessions is to provide a dedicated meeting for reflection and mutual growth. It does not mean you should refrain from providing feedback at other times of the year (if you feel uncomfortable doing this directly, there is an anonymous feedback form available.

Before these sessions, it is most helpful you not only think about areas for potential improvement, but also how you would like those improvements to be achieved.

Pip will not necessarily be able, or willing, to implement all suggested changes. However, when something will not be implemented—or partially so—he will discuss the reasoning behind these decisions with you. If he fails to do this, please tell him and assume incompetence rather than malice!

AeryJonesLab_2026: During our annual meetings, we will plan your goals, align them with your career path, and discuss what you can realistically achieve during the next year.

MsEELab_2026: At the start of every academic term, a one-on-one meeting with every lab member will be dedicated specifically to evaluating the state of the mentorship relationship. Both participants will discuss answers on the last online survey and reevaluate the worksheets on Mentoring Expectation Scales, Mentee Needs and Wants, and the Mentorship Agreement included in the Cornell FAIM Practical Toolkit for Mentoring within the Effective Mentorship Plan folder, making whatever adjustments may be necessary.