Performance Review Process
The performance of all University employees is reviewed and evaluated regularly to guide and support staff development and to provide the basis for personnel decisions including salary adjustment, reappointment, promotion, and reallocation.
Each department and college is expected to establish guidelines and procedures for the annual evaluation of all members of the faculty that are consistent with, and may be more extensive than, the procedures for the annual evaluation of tenured and tenure-track members established by the Faculty Council. The job performance of every tenured and tenure-track faculty member will be evaluated each year. This evaluation will be undertaken by each department chair under departmental criteria and procedures.
Reviews for reappointment, promotion, and/or conferral of permanent tenure involve a peer review process conducted according to Section 6 of the "Tenure Policies, Regulations, and Procedures of the University of North Carolina at Charlotte" (Tenure Document
), the college and departmental policies, procedures, and criteria that implement them, and the University’s Affirmative Action Plan. Areas reviewed are
Teaching, Advising, Curriculum and Instructional Development
Scholarly Research, Creative, and other Professional Activities
Service to the University, the Public, and the Profession.
For Tenured Faculty Performance Review is a periodic and comprehensive review of faculty members who have tenure, with the goals of promoting faculty development and productivity and providing additional accountability.
As additional evaluation process has been designed for Academic Administrators. Detailed information on each of these processes is available in Chapter VI of the Academic Personnel Procedures Handbook.
The SHRA Performance Appraisal Policy is the policy of The University of North Carolina System to provide an annual performance appraisal system that (1) identifies performance goals necessary to achieve the University’s mission; and (2) evaluates covered employees’ accomplishments toward these goals.
It consists of three phases: (a) setting expectations for employee performance, (b) maintaining a dialogue between supervisor and employee to keep performance on track, and (c) measuring actual performance relative to performance expectations. The first phase is accomplished by the performance plan –- a document that describes the work to be completed by an employee within the performance cycle, the performance expected, and how the performance will be measured. The second phase, performance feedback, is documented via an Off-Cycle Review. The third phase is accomplished through the annual evaluation process. All phases are document in NinerTalent.
A performance improvement plan is a short-term action plan initiated when an employee’s performance fails to meet expectations. Its purpose is to achieve an improvement in performance.
More details on SHRA Performance Management can be found on the STAKES Performance website.