Performance Management

Performance Management

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.

The online performance management system allows employees and managers year-round access to view and update goals and track performance. Employees are able to align their goals to University initiatives, self-reflect on their performance, and gain manager input to develop clear performance expectations. In addition, a new Talent Management feature has been added within myHR, which allows employees to update their education, skills, achievements, and career aspirations for future development and growth.

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 year

Employee Performance Review Open in myHR

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

9, 10, & 11 month employees April 1, 2018 through July 31, 2018

Performance Review conversations with staff member

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.