Performance Management

NinerTalent Stakes—Performance Management

UNC Charlotte runs on the individual accomplishments of our faculty and staff performed within their roles. Our performance management process allows employees and supervisors to clearly communicate performance abilities as well as evaluate achievements.

This communication between managers and employees opens the door for important growth opportunities, such as:

• recognizing accomplishments and/or identifying developmental needs;
• promoting greater understanding of current and/or future goals (University, departmental, work unit), as well as their specific role in facilitating the achievement of these objectives; and
• discussing skills and development/enhancement opportunities to encourage continuous learning and to enable career growth.

Note: All staff employees, regardless of status, are required to have an annual performance appraisal. Information on the annual review process for faculty can be found via the Academic Affairs procedure.

Important Dates and Deadlines

SHRA Performance Actions

Appraisal Actions	Action Owner	Due Date
Employee Self-Appraisal	Employee	March 31
Supervisor Appraisal	Supervisor/Appraiser	April 30
Appraisal Approval	Next Level Supervisor/Manager	May 7
Release Appraisal	Supervisor/Appraiser	May 14
Employee Acknowledges Appraisal	Employee	May 21

Performance Plan Actions	Action Owner	Due Date
Performance Plan Creation	Supervisor	May 31
Plan Approval	Next Level Supervisor/Manager	June 7
Employee Acknowledges Plan	Employee	June 14

Note: A new action cannot be started until the previous action is completed regardless of the open date.

EHRA Performance Actions

Appraisal Actions	Action Owner	Due Date
Employee Self-Appraisal (optional)	Employee	TBD by supervisor
Supervisor Appraisal	Supervisor	June 15
Appraisal Approval (optional)	Unit/Department Head	June 22
Release Appraisal to Employee	Supervisor	June 22
Employee Acknowledges Appraisal	Employee	June 30

Employee Tips and Resources

• The employee self-appraisal gives you the opportunity to reflect on your performance strengths, weaknesses, goals and training needs or desires. It also allows your supervisor to see your performance from your perspective.
  • Your insight into your performance and upcoming goals can be valuable to your supervisor when rating your performance and developing your performance plan for the upcoming cycle. Be thoughtful in your responses.
  • Review their performance plan and any notes and feedback from off-cycle reviews or feedback sessions.
  • Gather examples of work products and successes.
  • Review past comments from peers, supervisors and other stakeholders.
  • Identify obstacles and areas of improvement from the previous year.
  • Think about personal and professional goals for the upcoming year.

SHRA	EHRA
SHRA Performance Appraisal Policy	EHRA Performance Appraisal Policy
Institutional Goals Document	EHRA Institutional Goals
Individual Goals: Rating Scale	EHRA Goals & Objectives Plan: Google Form (optional)
Summary of Key Policy Elements	EHRA Employee Self-Appraisal: Structured form (Google Form) EHRA Employee Self-Appraisal – Free-form (Word)
NinerTalent Employee Guide

Video Tutorials