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Performance Reviews

Value of Performance Reviews

One of the Ignatian values is having a culture of ongoing coaching and formation which calls forth other's gifts. Every person who works at Creighton, regardless of their role, deserves ongoing feedback and coaching on their efforts. This provides our hard-working and dedicated people valuable reinforcement of their strengths and a development plan toward fulfilling the University's vision of academic excellence.

To give valuable feedback start with developing solid goals and objectives and following up with well-written performance documentation for informal discussion throughout the annual performance period culminating with the formal discussion at the end of the performance evaluation period.

Creighton's performance evaluation process creates accountability and fosters a pay for performance culture. The process also encourages input from all employees regarding their performance through the Employee Self-Review.

Goal Planning 

Goal Planning starts the performance year and occurs between late July and September. This is the time during which we establish our expectations for the year. This process helps us ‘look ahead’. We recommend that all staff members have 3-5 SMART goals in the MyHR system by September 30th each year, or after the first 60 days of employment (for new hires).

1:1 meetings & quarterly check-ins

We encourage managers to meet with their direct reports regularly to discuss performance. At a minimum, we recommend managers meet quarterly with their direct reports to discuss performance and progress on goals. Quarterly Check-Ins are not documented in MyHR.

annual performance reviews

Performance Reviews are held annually, and they 'look back' at how we performed against the goals we established at the beginning of the year during Goal-Planning. Staff Performance Reviews should be completed and in the system by July 31 of each year. Annual Performance Reviews include a Self-Review and a Manager Evaluation.