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Training & Resources


View these short, 5-minute Brainsharks on performance management:

Goal Worksheet:

Review and revisit this goal worksheet throughout the performance year to make sure your goals align with University and Department goals.

Performance Management Process

Welcome to Creighton University's Performance Management System.

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.

If you have any questions, please contact the Creighton Human Resources department at 402-280-2709 or

Creighton Performance Management System Access Link

2015 Staff Key Dates



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


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 1.  


Employee Reference Guide

2014-2015 Performance Review Key Dates

Frequent Asked Questions (FAQs)

Goal Alignment Categories and Definitions

Log/Notes Instructions

Performance Level Key

Webinar: Performance Conversations and Completing Reviews (30 min.)

Webinar: Performance Management System Training (30 min.) -preferred browser - Firefox

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.

Upcoming Training
Late spring and early summer, the Human Resources team will be sponsoring educational and information sessions for managers and employees on how to best develop, conduct, participate, and overall manage an effective performance review.