Performance Management
The overall success of the University relies on the individual accomplishments of all faculty and staff. Our performance management program provides a mechanism for communicating performance expectations and evaluating outcomes. Permanent University faculty and staff are evaluated regularly on their performance in accordance with applicable policies.
Regular performance appraisals provide an opportunity for employees to understand how their responsibilities and performance expectations align with the goals and priorities of their work unit and with the University’s strategic plan. It also provides a cycle of review for managers and employees to assess employee success toward meeting operational needs and professional development goals.
SHRA Performance Management
It is the policy of The University of North Carolina System, including ECU (the “University”), to provide an annual performance appraisal system that identifies institutional and individual performance goals necessary to achieve the University’s mission and evaluates SHRA employees’ accomplishments toward these goals. SHRA Performance Management consists of several types of employee evaluations. SHRA Employees will receive an Annual Performance Review, and may also receive an Interim Review, a Transfer Review, a Probationary Review, an Employee Requested Evaluation, and/or a Management Driven Evaluation.
Annual Performance Review Cycle
April 1: Performance plan creation begins. Once the performance plan is created by the supervisor, the reviewer will be notified to review and approve.
May 31: SHRA employees should have an acknowledged performance plan in place.
April 1– March 31: Feedback and coaching occurs for all employees who have acknowledged an established performance plan.
Anytime during the cycle the supervisor can use the progress notes to document performance-related discussions with the employee.
October 1: Any employee hired after this date and who has not transferred in from another UNC institution or NC State Agency will not require a review of their performance as stated in their established performance plan.
March 31: End of performance cycle.
April 1- May 15: Supervisors complete the annual performance review for all employees hired before October 1 and for employees hired after October 1 if they transferred in from another SHRA position within NC State government. This review is forwarded to the reviewer for approval. Once this approval is received, the supervisor will set the review meeting. Once the meeting is complete, employees will receive notification to acknowledge their review.
May 31: All SHRA employees should have an acknowledged performance review and score on file to be submitted to UNC System Office.
SHRA Performance Management Policy Links
- Calibration Guide
- Distinctions in Ratings Table
- ECU Employee Expectations
- PeopleAdmin 7 website
- Performance Management-FAQ’s
- Performance Management Form Sample – SHRA HR Journey
- Performance Management Institutional Goals
- Performance Management Training PowerPoint – Employees
- Performance Management Training PowerPoint – Supervisors
- Sample Goals Bank
- SHRA/CSS Employee Handbook
- SHRA Discipline Policy
- SHRA Performance Management Policy
- SHRA Summary of Key Policy Elements
- UNC System Performance Management Sample Goals
PeopleAdmin
PeopleAdmin performance review job aids and assistance in the supervisor structure for PeopleAdmin can be found under HR Support / PeopleAdmin.
CSS Performance Management
It is the policy of ECU Physicians, to provide an annual performance appraisal system that identifies performance goals necessary to achieve ECU Physician’s mission and evaluates CSS employees’ accomplishments toward these goals. CSS Performance Management consists of several types of employee evaluations. CSS Employees will receive an Annual Performance Review, and may also receive an Interim Review, and/or a Probationary Review.
Annual Performance Review Cycle
April 1: Performance Cycle begins.
April 1 – March 31: Feedback and coaching occur for all CSS employees during review cycle.
March 31: End of performance cycle.
April 1 – May 15: Supervisors complete the annual performance review for all non-probationary CSS employees. This review is forwarded to the reviewer for approval. Once this approval is received, the supervisor will set the review meeting. Once the meeting is complete, employees will receive notification to acknowledge their review.
May 31: All non-probationary CSS employees should have an acknowledged performance review and rating on file to be submitted to the UNC System Office.
CSS Performance Management Policy Links
CSS Employee Handbook
CSS Performance Evaluation Form
Cornerstone VIDEO on conducting a CSS Annual Performance Evaluation
ECU Core Work Values
ECU Employee Expectations
PeopleAdmin
PeopleAdmin performance review job aids and assistance in the supervisor structure for PeopleAdmin can be found under HR Support / PeopleAdmin.
DMSS Performance Management
It is the policy of ECU School of Dental Medicine, to provide an annual performance appraisal system that identifies performance goals necessary to achieve ECU School of Dental Medicine’s mission and evaluates DMSS employees’ accomplishments toward these goals. DMSS Performance Management consists of several types of employee evaluations. DMSS Employees will receive an Annual Performance Review, and may also receive an Interim Review, and/or a Probationary Review.
Annual Performance Review Cycle
April 1: Performance Cycle begins.
April 1 – March 31: Feedback and coaching occur for all DMSS employees during review cycle.
March 31: End of performance cycle.
April 1 – May 15: Supervisors complete the annual performance review for all non-probationary DMSS employees. This review is forwarded to the reviewer for approval. Once this approval is received, the supervisor will set the review meeting. Once the meeting is complete, employees will receive notification to acknowledge their review.
May 31: All non-probationary DMSS employees should have an acknowledged performance review and rating on file to be submitted to the UNC System Office.
DMSS Performance Management Policy Links
DMSS Policy Manual
DMSS Annual Performance Evaluation Job Aid
ECU Core Work Values
ECU Employee Expectations
PeopleAdmin
PeopleAdmin performance review job aids and assistance in the supervisor structure for PeopleAdmin can be found under HR Support / PeopleAdmin.
EHRA Non-Faculty Performance Evaluation
It is the policy of East Carolina University that Non-Faculty EHRA employees shall receive an annual written review using an evaluation instrument approved by the appropriate vice chancellor, athletics director, or equivalent officer. The written evaluation will be discussed with the employee before being placed in the personnel file. The employee should sign the evaluation instrument to indicate that the evaluation has been provided and discussed. An employee’s signature does not imply agreement with the evaluation. Each evaluation will have an assigned an overall rating of Exceeding Expectations, Meeting Expectations or Not Meeting Expectations. Performance ratings will be submitted to the System Office no later than August 31 of each year.
ECU Employee Expectations
ECU Policy for EHRA Employees
Please refer to your appropriate EHRA Non-Faculty division personnel office for more information:
| Name | Title | Division | Phone | Location |
|---|---|---|---|---|
| Brian Mattern | Exec Dir, Finance/Operations | Chancellor's and Student Affairs | 252-328-1409 | Old Cafeteria G313 |
| Wendy Sergeant | Associate Vice Chancellor for Academic Affairs Administration | Academic Affairs | 242-328-2587 | Spilman 210 |
| Corena Bristow | Business Officer | Athletics | 252-737-2531 | 360 Ward Sports Medicine Bldg |
| Patricia Suggs | Business Officer | University Advancement | 252-328-9567 | 1139 Greenville Centre |
| Wanda Sandeford | Business Officer | Administration & Finance | 252-737-4922 | 209 E 3rd St |
Copies & Recordkeeping
A copy of the annual written performance evaluation must be provided to the employee with the original placed in the employee’s departmental personnel file.
The employee should be asked to acknowledge the original copy of the annual performance evaluation by signature to note receipt. This is not intended to stipulate their agreement or disagreement with the content of the evaluation itself.
It is also suggested, but not required, that the next level-supervisor be copied on the performance evaluation and acknowledge its receipt by signature.
Employee Comments
The employee should be provided an opportunity to comment on the annual evaluation in writing and any such comments should be attached to the original copy of the evaluation placed in the departmental personnel file at the employee’s request.
EHRA Faculty Performance Evaluation
Each faculty member with either a fixed term, probationary term, or permanently tenured appointment shall perform his/her duties according to ECU’s Statement on Professional Ethics and shall receive an evaluation of his/her performance from the unit administrator which shall be based upon current academic year data. The performance evaluation of faculty members shall employ the criteria contained in the unit code approved by the chancellor.
For more information on EHRA Faculty performance evaluations, contact the Office of Personnel and Financial Administration Office for the Division of Academic Affairs; Spilman 210; 252-328-2587; https://academicaffairs.ecu.edu/personnel/