Performance Management

Performance Management is a process that begins immediately upon hiring and continues throughout employment. It helps managers and their direct reports:

  • Reach a shared understanding of expected behavior and results
  • Encourages mutual feedback about progress
  • Supports individual achievement

The process also helps all staff understand the University’s core values because it’s not just what we accomplish that’s important, but how we accomplish it.

Done well, the Performance Management process helps employees:

  • Clarify and prioritize expectations
  • Focus on behaviors that are consistent with University values
  • Align their goals with the mission of the University

Performance Management also helps managers and supervisors:

  • Recognize and reward employees for good performance
  • Encourage professional development and growth

At Notre Dame, we believe that how we treat others in our interactions is as important as the results that we achieve. During the Year-End Review, employees are assessed not only by what they accomplish but also how they reflect the University’s values while accomplishing it. Each employee rates his or her performance taking into account: 1) how well s/he accomplished the agreed-upon goals; and 2) to what degree s/he demonstrated the University’s core values. Each of these two areas is equally important to the year-end rating.

The University’s intent is for all staff to receive clear expectations, periodic feedback, and annual performance conversations. In doing so, the University also strives to help all staff do the best job they are capable of doing, enjoy a high level of job (and personal) satisfaction, and live the University’s core values every day.

Process Overview

During the annual Performance Management cycle, the manager and the employee work together to establish clear expectations for the employee, review the employee’s progress and assess the employee’s achievement. Each step is documented online in the eNDeavor System.

The Performance Management process is divided into five steps:

  1. Employee sets expectations. Starting in the summer, the employee and manager meet to discuss and establish the employee’s Expectations and Development Plan. The objective is for the employee and manager to understand and agree on what the employee is expected to accomplish over the course of the fiscal/academic year and what development activities the employee will pursue. At least one expectation and one development activity are required. The employee should enter their expectations in the first quarter of the fiscal year.
  2. Manager approves expectations. Once the employee enters their expectations, the manager approves them.
  3. Employee self-evaluates and enters rating. In the Spring, each employee reviews their progress on expectations and development plan, enters comments, and rates their level of achievement according to five rating levels: Significantly Exceeds Expectations, Exceeds Expectations, Meets Expectations, Meets Some But Not All Expectations, and Does Not Meet Expectations.
  4. Manager reviews, comments and enters final rating (after meeting with employee). Once the employee completes his or her ratings, the manager reviews the ratings and conducts a conversation with the employee to review and confirm the ratings. At this time, the manager and employee may also discuss the employee’s career interests and development progress.
  5. Employee signs off by May 15. Reviews and discussions must be finalized and signed by May 15 to ensure full consideration for the merit planning process. Note: Department deadlines for review completion may be earlier in order to meet the May 15 requirement.

During the middle of the year, the employee and their manager should meet to review progress, make adjustments if needed and have feedback conversations. It is recommended that this be done on a regular basis. This usually occurs during one on one meetings, or when a work observation is complete.

Resources for Completing Each Step of the Performance Management Process

Steps 1 & 2: Setting and Approving Expectations

Steps 3, 4 & 5: Progress Evaluation

Additional Resources:

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