Performance Management Program

SHRA Performance Management ↓

Tasks and Deadlines

The Performance Cycle for SHRA employees runs from April 1st – March 31st. During the first 60 days of the cycle, employees and managers will create the Performance Plan, which will later be reviewed and evaluated after the cycle has ended. Key tasks and deadlines are outlined below.

For the 2024-25 Fiscal Year Cycle

For the 2025-26 Fiscal Year Cycle

SHRA Performance Management Training Documents and Policies

Training Documents

• Training Resources Folder

Policies

• SHRA Employee Performance Management Policy
• Summary of Key Policy Elements
• University SHRA Employee Grievance Policy

Exemptions from SHRA Performance Evaluations

While the UNC System’s SHRA Performance Appraisal Policy requires all permanent SHRA employees to undergo an annual performance evaluation, certain employee categories are exempt from this requirement due to their employment status, job classification, or specific institutional policies.

Employees Exempt from SHRA Performance Evaluations:

• Temporary SHRA Employees:

1. 1. • Employees hired in temporary SHRA positions are not covered under the SHRA Performance Management Policy and do not require a formal performance evaluation.

• Probationary and Time-Limited Employees (Under Certain Conditions):

1. 1. • SHRA employees in probationary or time-limited roles must receive ongoing performance feedback, but if they have worked less than six months within the performance cycle, they may not be eligible for an annual evaluation.
      • If their performance plan is not established by October 1st of their first performance cycle, their evaluation may be deferred to the following cycle.

• Employees Separating from Employment Before the End of the Cycle:

1. 1. • If an employee separates from UNC employment before the March 31st performance cycle end date, a formal annual evaluation is not required.
      • However, a final off-cycle review may be conducted at the supervisor’s discretion.

• Employees on Extended Leave:

1. 1. • SHRA employees who have been on extended paid or unpaid leave (e.g., FMLA, Military Leave, Disability Leave) for the majority of the evaluation cycle may not be evaluated due to insufficient work performance data.
      • Such cases are documented as “Unavailable to Evaluate” in the institution’s performance management records.

• Employees with Insufficient Time in a Position:

1. • Employees who have been in their current role for less than six months may receive an off-cycle review instead of a full annual evaluation, depending on institutional policy.

While these exemptions exist, all covered SHRA employees who meet the evaluation criteria must receive an annual performance appraisal. Institutions are responsible for ensuring compliance with evaluation requirements while accommodating cases where a full performance review is not feasible or applicable.

EPS (formerly known as EHRA) Performance Management ↓

Tasks and Deadlines

The Performance Cycle for EPS employees runs from July 1st – June 30th. During the first 60 days of the cycle, employees and managers will create the Performance Plan, which will later be reviewed and evaluated after the cycle has ended. Key tasks and deadlines are outlined below.

For the 2024-25 Fiscal Year Cycle

For the 2025-26 Fiscal Year Cycle

EPS Training and Policies

Training

• Training Resources Folder

Policies

The UNC System’s EPS Non-Faculty Annual Performance Appraisal Regulation requires all EPS Non-Faculty employees (formerly EHRA) in permanent positions to receive a development plan and an annual performance evaluation. The evaluation must include an in-person review meeting to discuss the overall performance rating, along with a structured assessment of the employee’s contributions, goal achievement, and professional development throughout the cycle.

Exemptions from EPS Performance Evaluations

While the UNC System’s Annual Performance Appraisal Regulation mandates performance evaluations for all permanent EPS Non-Faculty employees, certain positions and employee groups are exempt from this requirement. UNC Asheville may establish alternative performance appraisal procedures or, in some cases, exclude certain employees from the standard evaluation process.

Employees Exempt from EPS Performance Evaluations:

• Senior Leadership Positions:

1. 1. • Employees in executive-level positions at the UNC Systems Office, including the President, Senior Vice Presidents, Vice Presidents, and Chief of Staff.
      • Senior Academic and Administrative Officers (SAAO) at UNC Asheville, including Chancellors, Provosts, Vice Chancellors, Deans, and similar high-ranking administrative roles.

• Faculty:

1. 1. • Individuals holding an EPS Non-Faculty position concurrently with a tenured faculty appointment are exempt from this evaluation requirement, as their performance is typically reviewed under faculty-specific processes.

• Athletics Personnel:

1. 1. • Athletic Directors, Head Coaches, and Associate/Assistant Coaches are excluded from the standard EPS evaluation process, as their performance may be assessed through separate contractual and performance-based criteria.

• Temporary and Non-Benefits Eligible Employees:

1. • Employees classified as temporary or otherwise ineligible for benefits do not fall under EPS performance evaluation requirements.

Additionally, the UNC System President retains the authority to establish alternative performance appraisal processes for any subsection of EPS faculty or staff, allowing further flexibility for unique roles that may not align with the standard evaluation framework.

These exemptions ensure that performance evaluations remain targeted and relevant while maintaining accountability for permanent, non-exempt EPS employees across the UNC System.