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.

Happening Now - Performance Review Phase

April 1st begins the Performance Review Phase for staff. Employees are encouraged to log into the Performance Management System to complete their Self-Review. Managers will then log in to complete their portion of the performance evaluation. Finally, employees and managers will schedule a meeting to discuss their performance for the 2016/2017 review period. All performance evaluations are due to Human Resources by August 1, 2017. For those staff members who are 9, 10, or 11 months, please refer to the key dates for timeline suggestions.


2016/2017 Performance Management Staff Key Dates



Annual Review Period

July 1, 2016, through June 30, 2017

Goal Review and Revision

August 2016, through March 31, 2017

Employee Performance Review

9, 10, & 11 month employees - April 1, 2017, through June 1, 2017

12 month employees - June 1, 2017, through July 31, 2017

Performance Review communicated to employee

July 1, 2017, through July 31, 2017

Performance Review submission

August 1, 2017

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.