April 1- May 8, 2015

Xavier University carries out its mission through the individual and collective contributions of a committed and engaged workforce. Employees need to understand how their respective contributions are aligned with University goals. They desire to be supported, treated with respect and recognized for unique styles and skills. Likewise, supervisors build trust by acting in a transparent manner and initiating ongoing feedback. 

This mutual understanding is at the heart of Xavier's Performance Management program.

Our program inspires all employees to perform at their best by:

  • Aligning the work performed by supervisors and employees with departmental and university goals
  • Encouraging communication between supervisor and employee throughout the year so there are no surprises at the annual Performance Review session
  • Promoting a consistent methodology in performance assessment through fairness and transparency
  • Fostering and rewarding excellent performance


Planning Phase

Goal setting:

  • Connects our University goals to successful results
  • Breaks strategy down into relevant, measurable and attainable elements
  • Drives University achievement in key areas (development, campus enhancement, financial well-being as well as employee growth and engagement

Achieving Our Goals Phase 

Read more about the Xavier Way 


Evaluating and Rewarding Phases

A productive annual performance review process melds goal-planning and goal-achievement phases. When carried out reflectively, it's a natural continuum rooted in mission and cascading from institutional priorities outlined above.

Evaluation elements include:

  • Xavier's Performance Review forms (which includes supervisor assessments and employee self-assessments)
  • One-on-one meeting between supervisor and employee

Xavier University maintains a total compensation philosophy  which attracts, retains and rewards an accomplished and diverse faculty and staff. The University affirms that those who serve the institution, including faculty, staff and administrators, are ultimately responsible for fulfilling our mission and achieving our goals. The Reward Phase, a merit-based feature of this total system, is dependent upon performance.


2015 Timetable

Employee Information Sessions

Thank you for your interest. Sessions are now closed.

Tuesday, April 7- 1:30-2:30 p.m.

Wednesday, April 8 -3:00-4:00 p.m.

OHR Conference Room - 132 Alumni 


Supervisor Information Sessions

Thank you for your interest. Sessions are now closed.

Tuesday, April 7- 3:00-4:00 p.m.

Wednesday, April 8-1:30-2:30 p.m.

OHR Conference Room - 132 Alumni

Employee-Supervisor One-on-Ones


April 1-early May


Completed Performance Reviews due to Division Leaders

Friday, May 8, 2015