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 ActionsAction OwnerDue Date
Employee Self-AppraisalEmployeeMarch 31
Supervisor AppraisalSupervisor/AppraiserApril 30
Appraisal ApprovalNext Level Supervisor/ManagerMay 7
Release AppraisalSupervisor/AppraiserMay 14
Employee Acknowledges AppraisalEmployeeMay 21
Performance Plan ActionsAction OwnerDue Date
Performance Plan CreationSupervisorJuly 8
Plan ApprovalNext Level Supervisor/ManagerJuly 15
Employee Acknowledges PlanEmployeeJuly 22

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

EHRA Performance Actions

Appraisal ActionsAction OwnerDue Date
Employee Self-Appraisal (optional)EmployeeTBD by supervisor
Supervisor AppraisalSupervisorJune 15
Appraisal Approval (optional)Unit/Department HeadJune 22
Release Appraisal to EmployeeSupervisorJune 22
Employee Acknowledges AppraisalEmployeeJune 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