The University's performance management program is known as Working for the Vision. Working for the Vision is an annual performance management cycle that directly involves both supervisor or academic administrator and the employee and activities included in the four major components depicted below:

1. Planning performance

2. Managing performance

3. Assessing results

4. Career development

            Annual performance development plans are completed for all staff members. For Research Institute employees, the performance development plan is normally completed in March and April. For all other employees, the plan is completed in late January or February. Forms and instructions for the performance development plan are available on the Human Resources Web site (http://www.udayton.edu/~hr/). After the plan is completed and signed by the employee and supervisor, it is to be reviewed and signed by the appropriate higher-level supervisor. Copies are then distributed to the staff member, the immediate supervisor, and the office of human resources for placement in the employee's file.

            Working for the Vision assumes that employees are in the best position to identify the activities they should perform to support the success of their units. If they are knowledgeable, equipped to meet the challenges of their jobs, motivated, supported, and empowered to perform, their capability to maximize their individual performance is enhanced. If all employees in a unit are successful and maximize their individual performance, the overall performance of the unit is maximized. If they are successful and are recognized and rewarded for their accomplishments, their satisfaction with their job and the University will be higher.

            The Working for the Vision program is a human resource process aimed at creating a strong campus community by empowering and equipping all employees of the University to be able to participate in achieving the Vision. It is intended to enable every employee to:

• Be involved in planning the programs and projects of importance to the success of their unit and defining their role in accomplishing them.

• Know what is expected of their performance by involving them in defining the criteria that will be used to measure their success.

• Be more self managed.

• Receive feedback and assistance when they can actually use it to make any needed adjustments in performance.

• Be more proactive in defining career objectives and involving their supervisor or academic administrator in assisting them in achieving their goals.

• Be confident that their contributions to the University are recognized and rewarded.

• The Working for the Vision program plays a critical role in allowing the University of Dayton, through its employees, to meet its vision of being a national leader in Catholic higher education.

This site is maintained by the Office of Human Resources.  Direct questions to Stefanie.Rich@notes.udayton.edu.

University of Dayton
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Dayton, OH 45469-1614