Notre Dame is launching an updated performance management process this year, following a successful pilot with select divisions last year. The streamlined process is based on employee feedback and reflects a shift toward meaningful, year-round feedback conversations and a more personalized approach to employee growth and development.
At its heart, this initiative isn’t just about simplifying the process, but rather fostering an environment where feedback flows freely, trust runs deep, and growth is intentionally cultivated.
The updated form, available now in Endeavor, is designed to encourage and normalize more frequent, meaningful conversations between employees and people leaders about what aspects of an employee’s work is going well, and where there is room to grow. Employees will have until May 31, 2026, to complete the process, though divisions may set their own internal timelines.
This launch follows a successful pilot last year with select units across campus. Feedback from those participants helped shape the updated process that’s now being introduced more broadly, including an emphasis on direct, ongoing discussions around performance.
"The new performance pilot framework led to more authentic and candid conversations within our team, not just about what we do, but also how we do it,” said Cassie Smith, director of graduate admissions in the Mendoza College of Business. “I'm grateful to work at a place that values not only the outcomes of our work, but also the way we collaborate and execute it."
Other updates include a simplified form, tailored to each employee’s career stream (non-exempt, exempt, or people leader), and greater flexibility when it comes to setting goals. Some divisions may choose to use OKRs, project tracking, or other metrics that best reflect their work.
“This is a major step forward in how we support our people,” said Heather Christophersen, vice president of NDHR. “Our goal isn’t just to hire great talent, but to develop the incredible people we already have here. We believe this process will have a meaningful impact across campus, and we’re excited to see how it continues to evolve.”
To help employees and people leaders navigate the new process, the Self Service Center offers a range of tools and support. A step-by-step guide to completing the form is now available. Over the course of the next year, training on giving and receiving feedback will become available to support productive and thoughtful conversations. NDHR is also inviting employees to submit feedback about their experience with the new process throughout the pilot year.
Ultimately, the streamlined process is about more than a form. It’s about building a culture of feedback, trust, and growth, one where people feel supported in doing their best work.
Originally published by at ndworks.nd.edu on August 11, 2025.