Independent of, or in addition to, any school- or unit-wide competencies that have been identified, managers may, in consultation with their employees, select competencies important to their specific role – or they can opt not to include defined competencies in the performance management process. Schools and units may choose to identify specific competencies that they consider essential to every employee's performance and impact. The PeopleSoft system allows managers to optionally select competencies for discussion ( how work gets done) along with their employees' priorities and goals ( what work gets done). This makes it easier for managers and employees to discuss how individual priorities and goals align with those of the organization. Ideally, before these conversations occur, departments and teams have set and communicated goals for the year ahead.
Typically toward the beginning of the fiscal year, managers and staff sit down to discuss goals and priorities for the upcoming performance period and then document their conversations in the performance management section of PeopleSoft.
Managers are expected to proactively schedule and structure these meetings throughout the year to minimize the stress associated with one-time, high stakes, end-of-year performance appraisals.Īlthough it varies across schools and departments, in general the annual performance management process coincides with the fiscal/academic year and looks like this: All administrative/professional and support staff at Harvard are encouraged to meet with their managers as frequently as they choose to discuss their work priorities, performance, and developmental needs and aspirations. The University's approach to performance management is based on the understanding that regular, meaningful conversations between managers and employees lead to better results and higher engagement for everyone. With remote work arrangements still in place for many employees due to sustained COVID-19 business impacts, this tip sheet for managers is available to assist with FY22 goal planning for staff.