SHra Performance Appraisals and Management

Details and Timeline

The performance appraisal program provides tools and resources to help both supervisors and employees set meaningful performance goals and promote more ongoing dialogues regarding these goals. It also includes policy standards for evaluating performance so that ratings are applied fairly and consistently across organizational units. The annual performance cycle runs from April 1 to March 31 the following year. The employee’s performance plan contains individual goals for the employee set by the supervisor and institutional goals set by the UNC General Administration.

Annual Performance Appraisals

The supervisor completes an annual appraisal for each SHRA employee prior to April 30. All ratings are on a three-point scale: Exceeding Expectations, Meeting Expectations, Not Meeting Expectation. The supervisor is required to provide written overall comments on each appraisal explaining the ratings given. The second-level supervisor of the employee is required to review the Performance Plan and the annual appraisal before they are issued to the employee.

Off-Cycle Reviews

Keep your employee informed of how they are performing throughout the year with quarterly off-cycle reviews. This program will appear in your ‘Action Items’ box at the beginning of each cycle for each of your employees. For permanent employees, off-cycle reviews should occur three (3) times a year (July, October, January). This includes:
• Quarterly check-in for July
• Interim review in October (required if employee received a disciplinary action in the current cycle or had any rating of “not meeting expectations” in the last performance cycle)
• Quarterly check-in for January

Probationary Employees

For probationary employees, probationary reviews (or off-cycle reviews) are required quarterly (April, July, October, and January). These reviews should follow the timeline of the Talent Conversations in the NinerTalent STAKES Cycle. Employees who start prior to Oct. 1 will receive an annual review in place of the April Off-cycle review. If you are a probationary employee who began your employment with the University and state on or after Oct. 1, you will be excluded from the annual appraisal process for the subsequent year. For example, if you started Oct. 15, 2022, you will be excluded from the annual appraisal process that ends March 31, 2023. You will, however, take part in the annual appraisal process beginning April 1, 2023.

Electronic Performance Review Process

All SHRA performance Plans, off-cycle reviews and evaluations are submitted electronically through the NinerTalent system.

NinerTalent Login

  1. Visit
  2. Click the green link that says “Click here to log in with your UNC Charlotte NinerNET credentials.
  3. Enter your NinerNET credentials.
  4. Once logged in, click the “…” in the left hand corner to initiate the dropdown and click “UNC Charlotte Employee Portal”
Performance Plan Components

The Performance Plan should be completed by the supervisor and employee within the first 60 days of the new cycle. Upon review and completion, the performance plan must be “acknowledged” in NinerTalent (HRMS) by the Next-level supervisor and the employee. This portion of the process is comprised of three main parts, (1) Institutional Goals, (2) Individual Goals and (3) Career Development Plan.

Institutional Goals

The University of North Carolina System Office has established six institutional goals for all University SHRA employees. The institutional goals provide a comprehensive appraisal platform that covers every aspect of an employee’s performance in his or her role. The institutional goals are:

Supervisors should assign a weight to each institutional goal based on its relevance and importance to the employee’s position. Each goal must be at least 5%. The total weight of the institutional goals must equal 50%.

Individual Goals

Each employee will also be charged with three to five individual goals. Unlike the institutional goals, individual goals are NOT intended to cover all aspects of an employees work product. Instead, these goals will focus on factors such as key results, outcomes, and/or deliverables. The individual goals should be discussed and determined by the supervisor and employee at the beginning of each performance cycle. The goals should be written at the “meeting expectations” level of performance and should be SMART – specific, measurable, achievable, relevant, and time-bound. These goals may be specific to an individual employee or may be shared across employees in the work unit or broader organization. Goals may be based on recurring job duties or may be assignments unique to the current performance cycle. Individual goals should align with the overall mission and goals of the University and work unit. Supervisors should assign a weight to each individual goal based on its relevance and importance to the employee’s position. Each goal must be at least 5%. The total weight of the individual goals must equal 50%.

Career Development Plan

In addition to the above goals, each employee’s performance plan will also include a career development plan. In this section of the appraisal form, supervisors will work with employees to determine specific opportunities for professional and personal development and growth. The development plan should be in alignment with an individual’s role, needs, and career aspirations. Each employee should have at least one goal listed in their career development plan.Further details on career development planning can be in the SHRA Performance Guide.

Performance Appraisal

The Annual Performance Appraisal should be completed by the supervisor (in collaboration with the employee) within the final 60 days of the performance cycle. Upon review and completion, the annual performance appraisal must be acknowledged in NinerTalent (HRMS) by the Next-level supervisor and employee. The appraisal in NinerTalent is comprised of two key parts, (1) ratings and (2) supervisor comments. 1. Ratings: Supervisors should assign a rating of Exceeding Expectations (3), Meeting Expectations (2), or Not Meeting Expectations (1) for each institutional goal and individual goal. Find more on ratings for institutional goals and individual goals. 2. Supervisor Comments Supervisors should use this space as an opportunity to document an employee’s progress, achievements and challenges. Click here for suggestions on developing and writing the comments narrative. Further details on how to complete the annual performance appraisal in NinerTalent can be found in the NinerTalent (HRMS) User Guides.