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, 2021 are required to have a completed evaluation.

Guiding Policies and Forms:

 

Important Performance Management Deadlines:

Date
Action
Apr. 1 – May 27Supervisor completes and reviews evaluation with employee.

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

May 27Performance Evaluation Forms due to Human Resources
After Evaluation is CompleteOnce the 2021-2022 evaluation is complete, please create a new Performance Plan for the 2022-20223 cycle outlining new performance goals using the SHRA Performance Management Form (pages 1-4). The Office of Human Resources will follow up regarding more information on transferring to the online system in the future.

 

Training/ Review Sessions:

The following times are scheduled for SHRA performance management training/review sessions.  These sessions are open to both Staff and Supervisors.

Wednesday – April 20 from 11:00am-12 noon
Join Zoom Meeting
https://unca-edu.zoom.us/j/94793346240?pwd=MGRrK1NBNmlTMStHZlowT1pkdmtvZz09
Meeting ID: 947 9334 6240
Passcode: 124603

Tuesday – April 26 from 2:00pm-3:00pm
Join Zoom Meeting 
https://unca-edu.zoom.us/j/94096311150?pwd=ZjNDVnMwNTY4aE9uRkcyNzhvSWYvdz09
Meeting ID: 940 9631 1150
Passcode: 525749

Wednesday – April 27 from 10:00am – 11:00am
Join Zoom Meeting 
https://unca-edu.zoom.us/j/95969827288?pwd=WVoreldqMWZqeU9WVFlEWW5hRmxEdz09
Meeting ID: 959 6982 7288
Passcode: 424847

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 jhead@unca.edu.