Performance Review Process FAQs

Published: April 30, 2020

The Office of Human Resources has developed the following FAQs regarding the Performance Review Process.

Are managers still required to complete performance reviews?

Yes, all staff are still expected to complete the performance management process in eNDeavor. We have accomplished much this year and the decision to not have merit increases was an extremely difficult one. We continue to have an obligation to ensure all employees receive the feedback they have a right to expect. Coaching and feedback conversations between a manager and a direct report are critical to supporting continued individual growth and development. In fact, all University staff can and should expect to receive from their manager clear expectations, periodic feedback, and an annual performance conversation. This opportunity to reflect on what we have done well in pursuit of our goals as well as the areas for growth is no less important this year. Since the inception of our ND Voice survey in 2006, employees have consistently asked for feedback on how they’re doing and in such a difficult time as we are going through now, it’s critical we continue to provide employees the feedback they deserve.

When is the deadline for completing year-end evaluations?

June 30, 2020. In light of this disruption and the importance of employee feedback, we extended the time period for performance reviews to be completed. The deadline for conducting the year-end performance conversations and capturing them in the year-end steps in eNDeavor has been extended to June 30.

How do I evaluate goals for this year when factoring in the impact of the COVID-19 pandemic?
Similar to past years, managers and staff can use the following guidelines when assessing
performance and progress towards completing goals:

  1. If a goal has been completed then it should be rated appropriately using the
    current rating system.
  2. If a goal was not planned to be completed until June but is on target, it should be
    rated as "Meets Expectations.”
  3. If a goal was not met and/or not on target to be met due to factors other than the
    impact of the COVID-19 pandemic, it should be rated as “Meets Some But Not
    All Expectations” or “Does Not Meet Expectations.”
  4. If a goal had not been started yet (i.e. it was not scheduled to start until March or
    April) or was delayed/changed because of the impact of the COVID-19 pandemic
    it should be rated as “Meets Expectations” and manager and staff should indicate
    in the evaluation the goal was impacted due to the COVID-19 pandemic.

Should performance while working remotely be assessed this year?

Yes. While the impacts of the COVID-19 pandemic such as working remotely and changing
work priorities should be factored into the assessment of goals for this year, managers and
employees should absolutely assess performance while working remotely. While working
remotely presents certain challenges, it also presents opportunities for new ways of displaying
behaviors consistent with our core values. Teamwork, accountability, integrity, leadership in
excellence, and leadership in mission are as important now as they have ever been. Employees
should cite examples of where they have displayed these behaviors and managers should
recognize those behaviors – both for the part of the year when working on campus and this
current time when working remotely.

Should I conduct the year-end performance review now while working remotely, or wait until we return to campus for work?

There is no need to wait until we return to campus. Staff are encouraged to start their year-end
self-assessment now. 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 should also discuss the employee’s career interests and
development progress. After this conversation, the manager reviews, comments and enters final
ratings in eNDeavor.

While we are working remotely, should I conduct the year-end conversation over the phone or via a video conferencing tool such as Zoom?

Both phone calls and video conferencing tools such as Zoom are an acceptable way to hold these conversations this year. Conducting performance review conversations without being in the same room will be a new challenge for all of us on campus. However, the best practices for a productive performance review conversation still apply to a conversation conducted by phone or video.

How do I complete year-end reviews if I don’t have a computer at home and normally use an on-campus computer to conduct performance reviews?

Employees should speak with their manager to share that they do not have access to a computer to complete year-end reviews via Endeavor at this time. If employees do not have access to a computer to complete year-end reviews at this time, employees and managers have the option of completing performance reviews via email exchange or Word document via a tablet or smartphone. This documentation can then be uploaded into Endeavor by the manager. Alternatively, managers and staff can wait until normal operations resume and staff are back on campus in order to complete year-end reviews. While we don’t know yet of our anticipated date to return to campus for normal operations, departments and managers are permitted to extend review completion beyond June 30 if necessary.

Should managers conduct calibration sessions when we have no merit pool to distribute?

Yes. The University continues its goal to create a performance culture and holding performance
calibration sessions provides a proven method to compare employees’ relative performance
over the course of the year.

How should performance review ratings be distributed among the department’s staff members?

The University strives to create and maintain an environment that emphasizes the importance of relating work performance to University goals and values. Based on the performance rating scale the University utilizes, we expect to see the distribution of performance review ratings within a given department as follows:

  • 8% of employees should receive a performance rating of Meets Some but Not All Expectations or Does Not Meet Expectations
  • 55% of employees should receive a performance rating of Meets Expectations
  • 37% of employees should receive a performance rating of Exceeds Expectations or Significantly Exceeds Expectations

Rating Distribution

What if I have any additional questions specific to my group?

Please contact the askHR customer service center at 1-5900 or askHR@nd.edu.. You can also contact your HR Consultant.