Performance Management Review                                 April 1- May 9, 2014                           

Xavier University carries out its mission through the individual and collective contributions of a committed and engaged workforce. Employees 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--first introduced in 2013--inspires all employees to perform at their best by:

  • Aligning the work performed by supervisors and employees with departmental and university goals
  • 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 and Xavier University's

Primary Institutional Goals for 2013-2014


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 recognizes the dignity of each person and is directed at attracting, retaining and rewarding 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.


2014 Timetable

Employee Information Sessions

April 7-11

Manager Information Sessions

April 7-11

Division Leaders' Deadline (Signed reviews due in Office of Human Resources)

May 9