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Performance Management Tools

Performance Management Process and Instructions

Performance Management Process

Creighton's Performance Management Process was developed by the Performance Management Working Group. This working group consists of faculty, staff and administration from various departments, divisions and schools within Creighton University.

The objectives of the Performance Management Process are to:

  • Create Accountability: Hold supervisors/managers accountable for setting individual objectives, completing performance evaluations in a timely manner and providing ongoing feedback to people.
  • Create Automation: Create an online form and instructions that are easy to use.
  • Foster Pay for Performance: Provide tools on how to assist managers differentiate pay based on performance.
  • Provide Training: Offer training on the performance management process to all CU employees throughout the year.

All CU employees can provide input to the Performance Management Process by completing the Employee Self Assessment and sending to their manager prior to their annual review meeting.

Read through the Frequent Asked Questions (FAQs) on the Performance Management Process.

Training:

Submission Instructions

  1. Manager downloads most current form  Performance Evaluation Form or Performance Evaluation Evaluation form-(Division of Student Services Only)
  2. Manager saves document on personal drive
  3. Manager ensures that Individual Objectives are noted (each employee must have a minimum of 3)
  4. Manager documents Results and Overall Rating for each objective
  5. Manager rates employee on each performance competency (Non-Supervisory or Supervisory based on role)
  6. Manager assigns overall rating based on where the employee falls the majority of the time (Meets, Exceeds, Needs Improvement)
  7. Manager adds overall comments on performance
  8. Manager schedules and meets with employee and asks employee to complete the Employee Self Assessment prior to meeting. Employee should not complete the Performance Evaluation Form and provide to manager.
  9. Manager submits Evaluation Form to Human Resources via CU e-mail system using one of the options below:

           Option 1 

  • Manager e-mails completed form to employee before or after review meeting.
  • Employee adds their own comments, types in name and date and forwards via CU e-mail back to Manager.
  • Manager types in their name and date and forwards via CU e-mail to humanresources@creighton.edu (your department may have additional approval levels required, i.e. Dean/Dept/VP review).

           Option 2

  • Manager prints form and employee writes comments during or after review meeting. Employee and manager physically sign document and then document is scanned and attached to an e-mail and sent to humanresources@creighton.edu.

Helpful Hints/Notes:  

  • The Employee Self-Assessment form is recommended and was developed based on feedback from our surveys and focus groups. This form encourages participation and input from the person being evaluated. This form should not be submitted to HR. The manager should retain for their personal employee file.
  • The Development Planning Form is a tool that helps encourage development discussions and personal goal setting. This form should not be submitted to HR. The manager should retain for their personal employee file.
  • When giving out employee ratings look at whether or not the department has met all of their objectives. If the department has not been able to meet some or many of their objectives, then employee ratings should mirror that.
  • Refer to training presentation and evaluation instructions on what each rating level means. Not everyone can exceed and if so, maybe objectives are too attainable.

Other links: