Performance Management

Performance Management Process

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.

Creighton Performance Management System Access Link

2015 Staff Key Dates

Activity

Date(s)

Annual Review Period

July 1, 2014 to June 30, 2015

Goal & Objective Planning

October 1, 2014 to March 31, 2015

Employee Performance Review

  • 9, 10, & 11 month employees
  • 12 month employees

 

 

April 1, 2015 to June 1, 2015

June 15, 2015 to July 31, 2015

Performance Review Communicated to employee

July 1, 2015 - July 31, 2015

Performance Review Submission

August 3, 2015

 

Merit System Dates for Managers:

Date

Event

8/3

Deadline to complete reviews and submit through the Performance Management system. 

8/26 - 9/11

Merit system open for manager input

9/12 - 9/22

Merit system closed for review and approvals

9/28

Merit system reopens and mangers can communicate merit increase to staff and faculty

10/1

Salary merit effective date

Faculty

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 the salary merit effective date for faculty and staff at Creighton will be October 1st.

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.