Performance Management
| Values, Vision, Mission |  |
| Set Strategic Initiatives | |
| Set and Align Goals | |
| Feedback and Coach | |
| Develop, Recognize and Reward |
Valuing excellence in its academic and administrative programs is one way the University of Notre Dame accomplishes its vision to be a premier Catholic institution. The university strives to create and maintain an environment that emphasizes the importance of relating work performance to the overall goals and to our values. The new Performance Management Process, which is currently being implemented for all exempt employees, supports that commitment. In fact, it is the primary means by which the university establishes and maintains individual accountability for administrative employees. The Performance Management Process also creates the foundation for individual development by focusing on continuous improvement and for rewarding employees for their contributions by linking performance to pay.
Assessing and managing employee performance and development is not a casual undertaking. It is a continuous and sometimes complex process. Nonetheless, performance management is a primary responsibility of those individuals holding positions that supervise others. Done correctly, it is a tool that can enhance the operation of the university by:
- Achieving our overall goals and values in the work we do,
- Recognizing employees for good performance,
- Encouraging professional development, and
- Providing employees with recommendations for improvement.
Performance management is a continuous process that begins immediately following the initial hiring process and continues throughout the employee’s university employment. It is through performance management that the supervisor and employee gain a shared understanding of job expectations.
At Notre Dame, performance management should be a collaborative effort. It is the expectation that both the supervisor and the employee take an active role in, 1) identifying an individual’s performance, and 2) developing an individual to his/her fullest potential. Performance management is an important component of the supervisor-employee relationship.
The performance management process incorporates planning, feedback, review, and development that involve both the supervisor and the employee. Together, they identify goals that align with the department and/or university.
The purpose of performance management is to:
- Achieve our overall university goals and live our values in the work we do.
- Provide a process that helps people do the great job they are capable of doing so they want to come to work and say, “I’m proud of what I do!”
- Link pay to performance in a way that differentiates and focuses on development.
The process encompasses an Annual Performance Management Cycle of activities that concludes with a summary performance discussion. Two (2) separate and distinct ratings are identified. The ratings are based on “What” work is done (predetermined goals or job duties) and “How” the work is accomplished (behavioral competencies based on university values).
The performance review, when completed, represents a culmination of the past year’s discussions between the supervisor and employee about the employees’ performance.
Supervisors who have questions about the Performance Management Process should contact their Human Resources Business Partner.
