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The formal performance review process occurs from June-July each year.

The Performance Review Process which presents a great opportunity to reflect upon all that has been accomplished, both individually and collectively, throughout the academic year.

While performance reviews are meant to capture a year in review, the habit of discussing goals, accomplishments, and opportunities for development should happen throughout the entire year.  Meaningful manager and employee check-ins are critical drivers for employee engagement and can provide a sense of continuity, forward progress, and support of both organizational and team morale.

We encourage each of you to schedule times with your managers and employees, at least quarterly, to discuss these important items throughout the year.

Frequently Asked Questions

  • Who should complete the annual performance review?

    All staff members (union and non-union) hired before April 1 of that year. Any staff member hired on or after April 1 of that year will not complete the annual review process. Instead, managers will provide formal performance feedback at the conclusion of the 90-day Orientation and Review period. Temporary staff, student hires, LHTs (less than half time employees), and fellows do not participate in the annual review process.

  • When is the deadline to complete annual performance reviews?

    Typically the deadline is the end of July.

  • Will there be performance ratings?

    HLS currently uses the “No Rating” option for performance reviews.

  • How do I access my performance review?
    • Staff Access: From the PeopleSoft dashboard, click on My Self Service > My Performance, and then select “Annual Review” for 7/1/21 to 6/30/22. Click on the different tabs – Instructions, Goals, Mid-Year, Annual, Competencies, and Feedback – to familiarize yourself with the available options. You will be entering your comments in the Annual section.
    • Manager Access: From the PeopleSoft dashboard, click on Manage My Team > Team Performance, and then on the staff member’s name for the 7/1/21 to 6/30/22 review.
  • Are there any training guides of helpful tools provided for employees or managers?

    Additional online resources and reference guides can be found on the Harvard HR Performance Management site.

Recorded Trainings

Check out these recorded trainings to help Employees navigate the Performance Review Process

Check out these recorded trainings to help Manager navigate the Performance Review Process

Additional Resources

Tips and Tools

  • Preparing for the conversation
    • Self-evaluation
      • Honestly evaluate your own performance
        • Be objective so as to not appear biased or self serving
        • Prepare a list of your accomplishments throughout the year, and be ready to talk about them
    • Show growth
      • Be prepared to show that you have improved in areas that were critiqued in previous year
      • Or, prepare to talk about your initiative in your own self development that shows growth in the things you are already doing well
    • Plans for the future
      • Be prepared to talk about ways in which your manager can support you achieve your goals.  This may mean skills you’d like to develop
    • Share with your manager
      • Encouraging a two way dialogue can be best done by giving your manager a chance to prepare for the conversation by reviewing what you’ve put together
    • Be open minded
      • Ask open ended questions to seek clarity
      • Catch your own emotions
      • If we become defensive, we stop listening
  • Listening Skills
    • Create the Right Environment: Set aside physical distractions to focus completely on the other person
      • Speaker: “Can we talk about a challenging situation that I am having?”
        Listener: “This is a good time. I will silence my phone and close the door to give you 100% of my attention.”
    • Seek to Understand: Focus on the speaker’s message, rather than your response
      • Bracketing: Imagine putting aside your nagging thoughts or the debate
      • Body Language: Lean forward, establish and maintain eye contact, comfortable posture
    • Paraphrase: Validate the speaker’s message by rephrasing, using your own words to confirm their meanings. Use reflective language
      • “As I hear it, you…” “I’m picking up that you…” “It sounds like you…”
    • Perception Check: Check your belief(s) about what the speaker feels or thinks – unspoken assumptions, conclusions, feelings
      • “It appears that you place a high value on…” “So, your feeling now is that…” “You seem to have a sense of…”