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:

Harvie’s Performance Management Page

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–Instructions, Priorities, Ongoing Conversation, Summary, 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

The Power of Meaningful Conversations
Performance and Feedback Conversation
Compassionate Directness: an online video series that explores the art of effective, compassionate communication and provides tools to be a more thoughtful, direct communicator.
Making Feedback Work: an online video tutorial that provides practical advice on giving performance feedback.
Feedback Essentials: this Harvard ManageMentor online self-paced course covers how to give effective positive or critical feedback and more.
Providing Feedback: an online tutorial on how to give feedback to both peers and those who you manage
HTP Employee & Manager Group: This group supports employees and managers in performing tasks in PeopleSoft.
Why Ongoing Performance Conversations Matter
Practical Tips for Coaching Conversations
When Performance Conversations Are Challenging

In-Person Training

Recommended Reading

Thanks for the Feedback: The Science and Art of Receiving Feedback Well by Douglas Stone and Sheila Heen
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity by Kim Scott
20 Minute Manager: Giving Effective Feedback by Harvard Business Review

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HLC 2021 Timeline

Date	Description
October 15 – November 30, 2020	Goal Setting & Planning (all documents are due) Due Dates: July 31 – HSDM October 15 – SPH TBD – HMS

December 2020 – February 2021	Informal Interim Check-in Discussions. Use this time to discuss and implement any adjustments to goal content and/or goal date
March – April 2021	Employee completes self-evaluation and identifies reviewers, and manager completes assessment after reviewing feedback and goals
May-June, 2021	Completed Performance Assessments Due (timing will vary for some departments) Due Dates: May 31, 2021 – SPH June 30, 2021 – HMS TBD – HSDM