Performance Management
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“I just completed my midyear comments using Endeavor. It was a breeze. I think I am ok with Endeavor after getting some useful tips during the session. It was not as frustrating as it has been in the past.” – Forestine Jackson, ADA Lab |
Employee performance management and development are vitally important activities here at the University. Managing performance and professional development is a primary responsibility of individuals who want to achieve personal and career satisfaction. Assisting in performance management and professional growth is also a key responsibility for those who supervise others. Done well, performance management is a tool that can enhance the operation of the University by:
- Clarifying and prioritizing expectations and accountability
- Aligning individuals’ goals with the University’s mission and goals
- Recognizing and rewarding employees for good performance
- Encouraging professional development and growth
Performance management is a continuous process that begins immediately following the initial hiring process and continues throughout the employee’s university employment. The process helps the supervisor and employee reach a shared understanding of expected behavior and results and encourages mutual feedback about progress. The intent is for all non-faculty staff to receive clear expectations, periodic feedback and an annual performance review as part of this process.
The purpose of performance management at Notre Dame is to:
- Achieve our overall University goals and live our values in the work we do
- Recognize that HOW people perform the job is as important as the WHAT they accomplish
- Provide a process that helps people do the great job they are capable of doing while experiencing a high level of job satisfaction
- Link pay to performance in a way that differentiates and focuses on development
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Please note: Goal/Expectations Setting date has been changed to Aug. 15 in 2011 only. Actual due dates may vary to accommodate specific department needs but the year-end process is generally consistent to coincide with the salary/merit planning process. |
Performance Management Process
The performance management process for Notre Dame staff involves a partnership between the supervisor and the employee with documentation performed online in the eNDeavor Talent Management System or via a paper process for those without computer access.
Whether online or paper, the process is divided into three phases, each of which has two or more steps:
Begin: (Due: July 31 Changed to August 15 for 2011-2012 cycle only)
The performance management process for staff and administrators (non-faculty) starts with establishment of Goals/Expectations and Development Plan through discussion between the employee and the supervisor in July. The timing corresponds to the University fiscal year and fits with the academic year needs. The objective is to create a clear understanding and agreement about what the employee is expected to accomplish during the next 12 months as well as, the type of development activities to pursue. July 31 is the target date to complete the goal and development plan steps.
See Goal-Setting Tips for assistance in setting SMART goals and expectations. Review Behavior Competencies-Levels.2011 for examples of the five areas of desired University behaviors. Click here to explore staff learning programs for skill workshops and career development services.
Mid-Year: (Due: November 30)
Employees are encouraged to document progress towards their goals, examples of how they have demonstrated the University’s values in performing their jobs, and to track their development activities. Documentation by both supervisors and employees can be done via eNDeavor’s Notes function or manually and is strongly encouraged because having specific examples allow for productive feedback about performance.
By November 30, supervisors and employees are expected to hold a mid-year review discussion about progress towards goals and development plans and to discuss examples of Behavioral Competencies. Employees will complete a self-assessment via eNDeavor or paper and the supervisor will provide comments as well; no formal ratings are given at this time. The objective is to make sure that performance is on track and to make adjustments to plans that may have changed due to unanticipated events. While it is anticipated that feedback is ongoing throughout the performance cycle, the Mid-Year Review is a more formal opportunity to discuss how things are going. . .and to avoid any surprises at year end!
Year End: (Due May 15)
The year-end process begins with the employee’s self-assessment and rating of how well s/he accomplished the agreed-upon goals and expectations and to what degree s/he demonstrated the University’s values according to the Behavioral Competencies. Employees will enter comments and rate their level of achievement according to four rating levels: REQUIRES IMPROVEMENT, DEVELOPING, VALUED, TOP. See Performance Rating Categories 2011-2012.
At Notre Dame, employees are evaluated equally on WHAT (Goals/Expectations) they accomplish as well as HOW (Behavioral Competencies) since how we treat other in our interactions is equally important as the results that we achieve. 50% of the overall rating is based on the employee’s goal achievement and 50% is based on how well they demonstrated the University’s values (Behavioral Competencies) as they carried out their goals. Supervisors complete their portion of the review document and set up a time for the performance review discussion to talk about the employee’s self-assessment and their evaluation. Career interests and development progress is also typically discussed at this time. Supervisors should see Conducting the Review Discussion
Reviews and discussions should be finalized and signed off by May 15th to ensure full consideration for the merit planning process.
Non-Exempt Hourly Performance Management
If you work in an hourly paid non-exempt position, you will follow the standard performance management process and schedule. If you have access to a computer at work, you may be expected to utilize the automated Endeavor performance management system. If not, you will use a paper form to write your expectations and development plan activities in July. You will refer to this form when you discuss your progress at your Mid-Year Performance Review in November and use it to assess your year-end performance at Year-End Review Time in May.
As with the automated process, you are encouraged to keep notes of your performance results and examples of behavioral competencies. Additional notes booklets are available from Human Resources.
Click on the links below to access tools and documents that you will need to complete the performance management process:
Performance Management Process Instructions Non-Exempt
Performance Review Form – Non-Exempt
Check current Learning Programs for available performance management training programs.
Performance Management Tools
Additional Information:
AskHR Top 5 FAQs
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