The performance review cycle for 2023-24 is currently in progress and slight modifications based on feedback from the Multi-Year Compensation Initiative staff compensation subcommittee have been incorporated.
What’s New
- Human Resources implemented the Overall Performance Rating Scale that will consistently and effectively link performance to merit, an integral part of the Multi-Year Compensation Initiative.
- As part of this year’s performance review process, managers will need to confirm that their direct reports have completed required compliance trainings.
What’s Next
The first part of the performance review process is for employees to complete the self-appraisal in Workday. Completing the self-appraisal provides an opportunity for each employee to assess their own performance and highlight successes. Self-appraisals are open in Workday and should be completed no later than June 24, 2024.
Once the employee self-appraisal is completed, the process moves to the employee’s manager to add feedback and complete the performance review.
The performance review hub contains tools, resources, trainings opportunities, and important dates that you need to be aware of. Additionally, performance review FAQs have been added.
To stay abreast of new developments with the Multi-Year Compensation Initiative, please visit the FAQ section for answers to common questions.
The first phase of the Compensation Initiative, when the academic year ended, established salary ranges for tenure-line faculty and addressed faculty members who were lowest in the new salary ranges. The next phase of the Compensation Initiative involves positioning LMU staff salary grade ranges and pay from the 50th to the 75th market percentile. As a reminder, not every LMU staff member will see a market adjustment in 2024 for various reasons. Some are already at the 75th percentile, while others may be new to their positions.
As market analysis for staff positions is still underway, look for updates later this summer.
