Performance Management

Performance review updates for 2018-19 – Attention Notre Dame staff and managing faculty: Endeavor’s performance review process has changed for the 2018-19 performance year. The changes include a new rating scale and a streamlined flow for expectations and values.

Performance Management is a process that begins immediately upon hiring and continues throughout employment. The process helps the supervisor and employee reach a shared understanding of expected behavior and results, encourages mutual feedback about progress, and 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

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.

The Process

Overview

During the annual Performance Management cycle, the supervisor 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 Talent Management System.

The Performance Management process is divided into three phases:

pm_process

1. Setting Goals

  • Employee meets with manager to set Expectations for the year and a Development Plan
  • Manager reviews and approves employee’s Goals and Development Plan

2. Mid-Year Review

  • Employee reviews results, validates expectations and comments on progress
  • Manager enters an assessment of employee’s progress and discusses it with employee

3. Year-End Review

  • Employee reviews expectations and results and rates his or her progress
  • Manager reviews employee’s results and ratings
  • Manager and employee discuss and confirm employee’s ratings

Phase 1. Setting Goals and Development Plan (due September 15)

The Performance Management process begins in July when the employee and manager meet to discuss and establish the employee’s Expectations and Development Plan. The timing corresponds to the University’s fiscal year and fits with the academic year activities. 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 goal and one development activity are required. The goals should be completed in the first quarter of the fiscal year.

Additional Resources:

Phase 2. Mid-Year Review (due November 30)

The process continues in the Fall when employees revisit their Expectations and Development Plan to evaluate their progress. This self-assessment is the employee’s opportunity to demonstrate his or her progress by documenting examples of how the Expectations are being met and by tracking his or her development activities. These examples and activities are documented in eNDeavor. Both employees and managers are encouraged to document specific examples of the employee’s performance and development activities to allow for more constructive feedback during the discussion. This conversation should be completed by the end of January.

First, the employee logs into eNDeavor to complete a self-assessment and provide examples of how the employee is meeting his or her Goals. The employee then sends the assessment forward to the manager.

Once the employee sends the assessment forward, the manager reviews the employee’s assessment and adds comments or additional examples as needed. The employee and manager then complete the Mid-Year Review by discussing the employee’s assessment and evaluating the employee’s progress.

The objective of the Mid-Year review is to make sure that the employee’s development is on track and to modify Expectations that have changed since the beginning of the performance cycle. 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 surprises at year’s end.

Additional Resources

Phase 3. Year-End Review (due May 15)

In the Spring, each employee reviews his or her Results and Development plan, enters additional comments, and rates his or her 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. See Rating Scale

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 combined year-end rating.

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.

Completion date: 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.

Additional Resources

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 will receive training to enable you to utilize the eNDeavor performance management system. 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.

Check current Learning Programs for available performance management training programs.


Additional Information:

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