SHRA Performance Management

The UNC System’s SHRA Performance Appraisal Program aligns performance management practices amongst the University of North Carolina System institutions.  The program places emphasis on both institutional goals and individual goals, standardizes the categories for evaluation, and promotes effective communication between employees and supervisors.

The program uses a standardized 3-point rating scale:

(3) Exceeding Expectations

(2) Meeting Expectations

(1) Not Meeting Expectations

All employees hired on or before October 1, 2020 are required to have a completed evaluation.

For the 2020-2021 Performance Cycle, supervisors should evaluate performance from July 1, 2020 through March 31, 2021. The cycle is shorter this fiscal year due to COVID.

Guiding Policies and Forms:


Important Performance Management Deadlines:

April 1 – May 14Supervisor completes and reviews evaluation with employee.

Evaluations may be signed and submitted electronically for FY2020-2021.

May 14Performance Evaluation Forms due to Human Resources
After Evaluation is CompleteSupervisors should discuss workplans for the coming year with each employee; however, the official workplans for FY2021-2022 will be entered in a new online system. More information will be available soon!

Supervisory duties to close out the performance cycle includes:

  • Make sure that the total weight of the Institutional Goals section is equal to 50%.
  • Make sure that the total weight of the Individual Goals section is equal to 50%.
  • Each institutional and individual goal should have a rating of 3, 2, or 1, do not use decimals.
  • Use the SMART (Specific, Measurable, Achievable, Relevant and Time-bound) method when developing Individual Goals.
  • Review Institutional and Individual goals and rate the employee based on their performance .
  • Determine a final overall rating. Rating will calculate automatically when using the form linked above.
  • Present the evaluation to the next level supervisor for review and signature (prior to meeting with employee).
  • Schedule a private meeting with the employee and provide feedback about their performance throughout the cycle.  The employee should be provided with a copy of the evaluation and rating.

Employee participation should include:

  • Meeting with your supervisor for your annual appraisal.
  • Discuss your achievements, accomplishments and development goals with your supervisor.
  • Listen to and seek to understand your supervisor’s feedback.
  • Discuss any concerns that you may have regarding your ratings or your supervisor’s comments.

Evaluations should be electronically signed and submitted to Jaime Head in the Office of Human Resources at