SHRA Performance Management

Important Update:  Due to the COVID-19 Pandemic, the evaluation period for 2019-2020 has been extended through June 30, 2020 (i.e., performance evaluations will be based on work performance from April 1, 2019 through June 30, 2020).  As a result, the evaluation cycle for 2020-2021 will be shortened to July 1, 2020-March 31, 2021.


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 January 1, 2020 are required to have a completed evaluation.

Evaluations should be electronically signed and submitted to Jaime Head in the Office of Human Resources at by no later than Friday, August 14.


Guiding Policies and Forms:


Information Sessions Are Available:

Performance Management training/review sessions are available for SHRA Staff and Supervisors of SHRA Staff.

SHRA Performance Evaluation Training Sessions

Friday – July 17 from 8:30am-9:30am

Tuesday – July 21 from 1:30pm-2:30pm

SHRA and EHRA Combined Sessions – Review for Supervisors Completing both Types of Evaluations

Thursday – July 16 from 3:00pm-4:00pm

Wednesday – July 22 from 9:00am-10am


Important Performance Management Deadlines:

Date Action 
July 1-August 14
Supervisor completes and reviews evaluation with employee.  Evaluations may be signed and submitted electronically for 2019-2020.
August 14
Performance Evaluation Forms due to Human Resources
After 2019-2020 Evaluation is Complete
Supervisors of SHRA Staff should establish new performance plan for next year,
This includes:
• calibration discussions for supervisors with similar positions
• review new performance plan with SHRA Staff, including discussion of goals, projects and objectives for upcoming year
• provide a copy of the plan to employee and retain the original for interim performance discussions throughout the year.

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 by no later than Friday, August 14.