Performance Management

FY22 Performance Management

Performance management provides staff and managers dedicated time to reflect on progress, clarify expectations, and discuss priorities and potential career paths. Performance management is intended to foster staff member’s individual success, to engage managers in the development of their staff, and to support the priorities and goals of each HLC school.

Performance management is comprised of two basic parts:

  • Continuous coaching conversations throughout the year
  • Tracking highlights from ongoing conversations, setting priorities and goals, and summarizing themes at the end of the academic year

For general information about Harvard’s annual planning cycle and available resources visit:

Forms & Job Aids

There are two form-types offered within PeopleSoft detailed below. Ask your manager or Department Administrator which form your department will be utilizing.

Performance Management in PeopleSoft

The performance management process, including goal setting and annual reviews, will be documented in PeopleSoft. To access performance management materials in PeopleSoft:

  • Staff access: From the PeopleSoft dashboard, click on the My Performance tile, and then select “Annual Review” for 7/1/20 to 6/30/21. Click on the different tabs–InstructionsPrioritiesOngoing ConversationSummary, Competencies, and Feedback–to familiarize yourself with the available options. Enter your FY20 goals into the Priorities tab.
  • Manager access: From the PeopleSoft dashboard, click on the Team Performance tile, and then on the staff member’s name for 7/1/20 to 6/30/21.

Goal Setting Resources

Goal Setting Handout

SMART Goal Handout

Goal Setting Tips and Steps Video

Recording of Performance Management: Goal Setting

Goal Setting Slides from Presentation

HLC Performance Management Goals Session Slides

Other Resources

Online Resources

In-Person Training

Recommended Reading


HLC 2021 Timeline



September – November 30, 2021 Goal Setting & Planning (all documents are due)

Due Dates:
October 15 – SPH

December 2021 – February 2022 Informal Interim Check-in Discussions.  Use this time to discuss and implement any adjustments to goal content and/or goal date
March – April 2022 Employee completes self-evaluation and identifies reviewers, and manager completes assessment after reviewing feedback and goals
May-June, 2022 Completed Performance Assessments Due (timing will vary for some departments)

Due Dates: