ND Shares: Veterans Day Panel Thanks and Recording

Thank you to Jason Scarlett, Ken Heckel, Colleen Bailey-Knapke, Ian Montijo, and Pier. White for participating in the ND Shares Veterans Day panel.

Hearing about their military service/background blessed the many colleagues in attendance.

We appreciate both their service and their willingness to share.

Watch the 55-minute recording.


A Prayer for Veterans

Dear Lord,

Today we honor our veterans, worthy men and women who gave their best when they were called upon to serve and protect their country.

We pray that you will bless them for their unselfish service in the continual struggle to preserve our freedoms, our safety, and our country’s heritage, for all of us.Bless them abundantly for the hardships they faced, for the sacrifices they made for their many different contributions to America’s victories over tyranny and oppression.

We especially thank you and pray for Jason, Ken, Colleen, Ian, and Pier
We respect them, we thank them, we honor them, we are proud of them.

We pray that you will watch over them and their families. Please bless them with peace and happiness.


ND Shares: Self-Care Recording and Resources

Special thanks to Heather Christophersen, Jesse Meyer, Brian Diss, and Shaheen Goldrick for leading a candid and helpful discussion on self-care in the workplace.

And thank you to the many colleagues who attended and contributed to our authentic dialogue.

We ran out of the time, but the conversation continues!

Watch the Zoom recording of the 60-minute session.


Other Self-Care Resources

Chronicle of Philanthropy: Staying Healthy While Doing Good, August 2019

CASE: Being Self-Care Aware, September 2019

The Atlantic: Give-up on Work-Life Balance, May 2019

Chronicle of Philanthropy: A Recovery Plan for Fundraisers Facing Burnout, October 2012



Professional Development Plan (PDP) Launch

UR Team,

Thank you all so much for your energy and participation at Summit last week! It was my first one, and I really enjoyed it.

I am following up with some details on the Professional (or Personal) Development Plan (PDP) that was presented during the ND Voice section. As I mentioned last week, many corporations utilize PDPs to empower employees to take a very active role in their career progression. The purpose of crafting a PDP is twofold: first, it provides a useful roadmap that outlines strengths, areas of opportunity, as well as available resources; and second, it facilitates more meaningful career discussions with leaders throughout the division and the University. With these benefits in mind, we are excited to launch a year-long PDP pilot.

We ask every member of the UR team to complete a PDP by the end of September. After completing your initial plan, we encourage you to have conversations with your manager, as well as leaders in the division and beyond, to continue refining your PDP.

[Below] is a document that provides additional details, as well as a template PDP (my initial draft) to begin completing for yourself. Please feel free to enlarge or reduce the ‘boxes’ in the template to meet your personal needs.

If you have any questions or concerns completing the document, feel free to reach out to James Riley, Bryan Reaume, or me.

We will collect your feedback over the course of the year to improve the document and your experience.

Many thanks,

Heather Christophersen – Associate Vice President, Advancement Services

  Link to PDP Description  |  Link to PDP Template 

Fall 2019 Learning and Organizational Development Programs

To help you strengthen and develop new skills to build your career, the Office of Human Resources offers staff professional development opportunities every semester. Click here to see the newly unveiled Fall 2019 offerings. The fall programming will cover topics such as:

If you’re looking for additional professional development options that give you the opportunity to learn on your own schedule, you can explore Skillport.nd.edu today. Search a topic, take a course, view videos, and choose from a variety of books to read to help you develop the skills you need to build your career.

Check out the lineup of Learning Programs and Series at our Learning and Organizational Development website or click on the calendar to the left to see what’s being offered by date.


Enrollment: to register for Learning Programs, log in to Endeavor.

FY 20 Performance and Coaching Process

From the Office of Human Resources…

Based on your feedback, we launched the new performance process in Endeavor in June. The streamlined process now has five steps instead of seven and focuses on regular coaching and feedback conversations throughout the year.

We want to highlight two features of this year’s process:

  • When documenting one on one conversations, your division/college will provide guidance on how to capture the highlights of the discussion. The notes or attachment function in the performance tool are options, but shared Google documents and other solutions within Endeavor can be used.
  • Although there are fewer steps in the process this year and the formal mid-year step has been removed, you still have the ability to edit expectations in step 3. Managers and employees should discuss any expectation changes during the year when having coaching conversations.

Expectations should be developed and finalized by the end of September. Managers and their direct reports should focus on having regular one on one coaching and feedback conversations throughout the year in order to identify progress, set accountability and provide ongoing feedback.

If you have any questions, please contact the askHR Customer Service Center at 1-5900 or askHR@nd.edu.

Professional Development Opportunity – Diversity and Inclusion

Connecting With Others: Reaching Potential Through Inclusion

Friday, June 28, 2019; 8:30 am – 5:00 pm | 210-214 McKenna Hall 

This free training session by Ralph Brandt (http://rdrgroup.com/) delves deep into the true definition of inclusion and makes a case for connection. Ultimately, participants will learn the core inclusion competencies, application of those competencies, and follow-up tools that lead to increased organizational effectiveness, increased employee engagement, and superior leadership. Examining the latest demographic trends and analyzing fluid cultural dimensions are just a few stops in this training of improving the skills that create the connective culture that our organizations vitally need.

Space is limited so please reserve your spot by clicking here.  This is great training and further helps its participants develop and contribute to our diversity and inclusion initiatives.  This is a great developmental opportunity for anyone interested in becoming a Diversity Educational Volunteer (DEV). If you have any questions please don’t hesitate to contact Eric Love within the Office of Human Resources.

Light continental breakfast will be provided between 8-9:30 am, in addition to lunch from 12-1 pm, and snacks from 2-3:30 pm. 

Performance Management Opened Early – Changes for FY20

From the Office of Human Resources…

We continue to make improvements to the performance management process based on your input. This year, we will make three changes to the process based on the feedback you have provided.

What’s changing in the performance management process?

  1. The process will open early for those who would like to set expectations before July. Your manager will inform you about when your department is ready to set expectations.

  2. Comment boxes will be available again for each expectation to make it easier to comment on individual items. Completing the comment boxes at year-end will be optional.

  3. There will now be five steps in the process instead of seven. The midyear review should be replaced by routine performance conversations* between managers and employees. The new, five-step process is:

    • Employee sets expectations

    • Manager approves expectations (a conversation is recommended)

    • Employee self-evaluates and enters rating

    • Manager reviews, comments and enters final rating (after meeting with employee)

    • Employee signs off

*Throughout the year, employees and their managers should meet on a regular basis to have coaching conversations to review progress and make adjustments. These conversations can happen during one on one meetings or when a work observation is complete.

What do I need to do now?

  1. Check with your manager regarding your annual expectations.

  2. Start developing expectations using the SMART format for the coming year in order to drive clarity regarding the work to be accomplished over the next 12 months.

For any questions regarding this change, please contact the askHR Customer Service Center at 1-5900 or askHR@nd.edu.

Summer 2019 Professional Development Programs

The Summer 2019 Professional Development Programs will help you strengthen and build new skills to achieve your career potential. Topics include Communication, Diversity and Supervision.

If you’re looking for additional options that are flexible and work best with your schedule, you can take one of the many courses, view videos, and choose from a variety of books to read at Skillport.nd.edu available at no cost for Notre Dame faculty and staff.

Check out the lineup of Learning Programs and Series at our Learning and Organizational Development website or click on the calendar to the left to see what’s being offered by date.


Enrollment: to register for Learning Programs, log in to Endeavor.

The 2019 Future of Work Conference

The Future of Work and Workers
in Collaboration with Citi Foundation and the City of South Bend


The Citi Foundation, the University of Notre Dame, the City of South Bend, and the Zielsdorf Family Partnership for Corporate Engagement will convene key thought leaders from think tanks and academia; the private sector; NGOs; foundations; and local, state and federal governments for a series of focused presentations and  discussions on “the future of work and workers”. The conference will be held on the campus of the University of Notre Dame Tuesday evening, June 4th
through Thursday afternoon, June 6th, 2019.

The conference will seek to focus on social and technological policies and innovations that will enable leaders and institutions to manage disruption while optimizing the benefits of technology for their citizens. What does the future of work look like when framed in the human context? We wish to move beyond the problem definition that has dominated other such events towards tools and solutions that can only be derived from rich multi-stakeholder engagement, bringing together ethicists, technologists, policy  researchers, politicians and business leaders. The conference is intended to be both domestic and global in perspective with some elements devoted to the particular challenges of automation facing states like Indiana in the industrial Midwest.

A full schedule and registration information may be found at the Future of Work at Notre Dame site.