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 supervisors and employees 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 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 in the Academic Personnel Procedures Handbook.

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

Tips and Resources for Managers

• Open communication is key to accurate performance appraisals.
• Reviewing the self-appraisals can give supervisors a better understanding of the employee’s performance this cycle from their perspective and has the opportunity to open up a dialogue for both the supervisor and employee to describe the employee’s performance from each’s point of view. This may result in a more objective appraisal.

Video Tutorials

Tools