The Bison Way Competency Model
The Bison Way defines the culture we are building together at Howard University. Beginning in FY27, the Bison Way Competency Model will be integrated into Performance Management to help employees and managers connect our values to everyday work. The model establishes a common set of competencies for all employees while recognizing that expectations vary based on role and level of responsibility.
Culture Hub
Visit our Culture Hub to learn more about our Bison Way Competency Model.
The Bison Way Competency Model helps create a shared understanding of what success looks like across the university. It provides a consistent framework for:
- Performance conversations
- Feedback and coaching
- Employee development
- Career growth
- Recognition and accountability
- Leadership development
The model reinforces that performance is measured not only by what is accomplished, but also by how work is accomplished.
How the Model Works
Culture Pillars
The values that define the culture Howard University is committed to building.
Competencies
The capabilities employees demonstrate to bring our culture to life.
Behaviors
Observable actions that show each competency in practice. Behaviors vary based on an employee's role as an Individual Contributor, People Manager, or Executive Leader.
The Bison Way Competencies
| Competency | What This Means |
|---|---|
| Bravery | Demonstrates resilience, initiative, and sound judgment when navigating change, uncertainty, and workplace challenges. |
| Inclusiveness & Growth | Builds inclusive and productive relationships, values diverse perspectives, and works collaboratively to achieve shared goals. Demonstrates a commitment to continuous learning, self-improvement, and professional development. Applies feedback constructively and seeks opportunities to grow. |
| Service Excellence | Consistently delivers high-quality, responsive, and professional service that supports students, faculty, staff, and the broader Howard community. |
| Ownership | Takes ownership of responsibilities, decisions, commitments, and outcomes while maintaining high standards and following through on expectations. |
| Novelty & Innovation | Uses critical thinking, data-informed decision making, and innovative approaches to improve effectiveness and address challenges. |
All Howard employees share the same competencies, regardless of role. As part of the performance management process, employees should:
- Understand the competencies associated with their role level.
- Demonstrate Bison Way behaviors in their daily work.
- Reflect on examples of the competencies throughout the year.
- Discuss strengths and development opportunities during quarterly check-ins.
- Use feedback to strengthen competency development.
- Incorporate learning and development activities into their growth plans.
The Bison Way competencies provide a common language for discussing performance, collaboration, leadership, and growth.
While every employee is evaluated using the same competency model, behavioral expectations differ based on level of responsibility. The model includes specific behavioral examples for:
Individual Contributors
Focus on personal performance, collaboration, accountability, service, and growth.
People Managers
Focus on coaching, performance management, team leadership, communication, and building an inclusive culture.
Executive Leaders
Focus on strategic leadership, institutional effectiveness, organizational alignment, and advancing Howard's mission.
Explore Your Role-Specific Competencies
Select your role to view detailed behavioral examples and expectations: