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Performance Management
Our performance management process is designed to help every employee thrive through clear expectations, ongoing feedback, and meaningful development. It’s a year-round journey that works best when employees, supervisors, and the university work together.
Whether you're setting goals, receiving coaching, or reflecting on your progress, you're always part of the performance cycle. And to guide your growth, we’ve defined key competencies for individual contributors, managers, and executive leaders. Click here to explore the competencies.
Training Program in BisonHub
Explore our 'Performance Management at HU' program in BisonHub, featuring self-paced training courses tailored for individual contributors, managers, and executive leaders. Each course is thoughtfully designed to address the unique performance management needs of each learner group. Learn at your own pace and enhance your impact!
Resources and Training
Individual Contributors
We encourage all individual contributors to complete the 'Understanding the Performance Management Process at HU' course. This comprehensive training provides a detailed overview of each stage of the performance management cycle, helping participants effectively prepare for and engage in the process.
To access valuable training resources aligned with each Performance Management Competency, please explore the links below.
| Adaptability |
| Customer Orientation/Effective Interactions |
| Decision Making |
| Integrity |
| Following Instructions |
| Communication (Oral and Written) |
| Critical Thinking |
| Quality/Quality of Work |
Managers
To ensure fair, effective, and unbiased performance reviews, managers are encouraged to complete the upcoming self-paced course, Understanding Performance Management as a Manager (coming soon).
This course will equip you with the tools and insights needed to lead performance conversations with clarity and confidence.
In the meantime, explore the valuable training resources below—each aligned with a key Performance Management competency—to deepen your understanding and strengthen your skills.
| Adaptability |
| Customer Orientation/Effective Interactions |
| Decision Making |
| Integrity |
| Communication (Oral and Written) |
| Critical Thinking |
| Planning and Organizing |
| Organizational Savvy |
| Quantity/Quality of Work |
Executive Leaders
An executive guide is available for executives to develop a comprehensive framework for managing performance effectively. It outlines key responsibilities, performance metrics and best practices to ensure alignment with organizational goals.
To access valuable training resources aligned with each Performance Management Competency, please explore the links below.
Under Performance
Supervisors should provide early constructive feedback to employees when performance tasks or behavior becomes a concern. This feedback is usually verbal, specific, and held in a confidential setting. The supervisor should listen to the employee and seek to understand the employee's reasons for why s/he is not performing satisfactorily. Assistance from the supervisor, further coaching, additional help, re-prioritizing tasks, or additional training may be some of the remedies required. Performance improvement plans can now be initiated in Workday BUT will required to approval from your HR Business Partners before becoming part of an employees official record. Therefore, we advise you to engage in conversations with your HR team prior to initiating the process.
President Ben Vinson III, PhD
We must optimize our operations and effectiveness. We need to firmly establish a culture of accountability, goal setting and strategic development throughout our organization.