Howard University is committed to a performance management process that fosters and rewards excellent performance.
Effective performance management is a continuous cycle that only works with partnership from the supervisor, employee, and the university. Together, we are continually working towards employees performing their best while receiving fair and transparent communication. Throughout the year, you should be consistently engaging in one of the following processes: performance planning, performance review, coaching, and development.
Beginning in the 2021-2022 performance year, we will begin managing performance using Workday. As we develop the process, more information about performance management will be shared via this page.
- July-September: Goal Setting- All staff members are required to set annual performance goals. These goals should be a written statement of what the supervisor and employee expect will be accomplished – the results of the employee’s activities – within a given time period. You can begin setting goals in Workday using the process outlined here.
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.