Performance Management

Performance Management Process

Log in to the Performance Management System here

Launching early October, an enhanced performance management system will be available within myHR for staff. Once logged on to myHR, staff will be able to access the goal module via a new icon, which will appear on their dashboard when the system goes live. Please register for training throughout the month of September to familiarize yourself with the enhanced performance goal system and training on how to draft and input your 2017/2018 performance goals.

Creighton embraces a performance-based culture, reflective of our Jesuit values, which calls for the ongoing formation of all individuals. As we move the University forward, all employees deserve the time for self-reflection and honest, constructive feedback related to their job performance. Open dialogue between supervisors and employees and detailed performance documentation are essential to the process.

Happening now - Goal Planning!

Staff members should meet with your manager to establish goals for the 2017/2018 performance year. Ensure that your individual goals align with larger department and unit goals, which also reflect the strategic initiatives of the University. Goals should be entered and approved by November 15, 2017. The system will allow employees to edit and update goals throughout the performance year as necessary. 

2017/2018 Performance Management Staff Key Dates



Annual Review Period

July 1, 2017, through June 30, 2018

Goal Planning and Entry

August 2017, through November 15, 2017

Goal Review and Revision

Ongoing throughout performance plan year

Employee Performance Review Open in myHR

9, 10, & 11 month employees - April 1, 2018, through June 1, 2018

12 month employees - April 1, 2018, through July 31, 2018

Performance Review communicated to employee

July 1, 2018, through July 31, 2018

Performance Review submission deadline

August 1, 2018

Value of Performance Reviews

One of the Ignatian values is having a culture of ongoing coaching and formation which calls forth otherís gifts. Every person who works at Creighton, regardless of their role, deserves ongoing feedback and coaching on their efforts. This provides our hard working and dedicated people valuable reinforcement of their strengths and a development plan toward fulfilling the Universityís vision of academic excellence.

To give valuable feedback, start with developing solid goals and objectives and following up with well-written performance documentation for informal discussion throughout the annual performance period culminating with the formal discussion at the end of the performance evaluation period.

Creighton's Performance Evaluation Process creates accountability and fosters a pay for performance culture. The process also encourages input from all employees regarding their performance through the Employee Self-Review.


Due to our diverse and comprehensive mix of schools and colleges, each school will determine what the most appropriate performance review cycle works best for their faculty. Please note that when merit is available, the salary merit effective date for faculty and staff at Creighton will be October 1st.