EHRA- Performance- Non Faculty

Contact: ECE-personnel@ncsu.edu

Annual Performance Evaluations

The performance cycle is July 1 – June 30 each year and the initial goals and objectives for each performance cycle should be completed and reviewed by the supervisor before the department deadlines. The Regulations on Annual Performance Evaluations for EHRA Non-Faculty Employees provide a defined cycle of review for supervisors and EHRA employees to assess employee success toward meeting business operational needs and professional development goals.

Key program highlights are outlined below:

EHRA Non-Faculty employees must be evaluated annually
Supervisors are expected to set goals, objectives, and professional development activities at the beginning of the performance cycle.
Interim/mid-year performance reviews are strongly encouraged, but are not required. A separate, one page document titled EHRA Interim Review Form is available for supervisors who wish to conduct interim/mid-year reviews.
As part of the annual performance evaluation at the end of the cycle, EHRA Non-Faculty employees must be assigned an overall performance rating.

Creating Goals & Objectives

Supervisors are expected to set at least three goals and objectives for each employee at the beginning of the performance evaluation cycle. Goals and objectives should focus on key deliverables and may be, among others:

Critical-Function, which highlight some of the most critical work needs in the employee’s position
Compliance-Focused, which ensure compliance with relevant policies, procedures, regulations, and/or job requirements
Project-Oriented, which may be regular or one-time work that is particularly significant during the cycle
Work-Unit, which improve and/or sustain work product or related team dynamics
Division-Wide, which are often tied to University strategic goals and/or initiatives
Forward-Focused, which align with both the work unit’s and the University’s strategic goals and mission

Supervisors are encouraged to create S.M.A.R.T. goals, ensuring that the goals and objectives are specific, measurable, attainable, relevant, and time-bound. For more information on creating S.M.A.R.T. goals, please refer to the Creating SMART Goals Worksheet or Setting SMART Goals Video.

Professional development activities should be included. These may include activities for employee growth and/or to address performance. Some examples of professional development activities may include training programs, committee work, conference attendance and/or presentations, or other related activities that maintain, develop or broaden employee skills relevant to the employee’s position, career path, or service to the University.

Additional Resources:

Copies of signed goals & objectives will need to be sent to Jan Brock, Human Resources and Executive Manager, to keep in the personnel file by the provided deadline.

EHRA Non-Faculty Annual Evaluation Process

The evaluation process should review and discuss the employee’s achievement of the overall goals and objectives that had been established for the period being reviewed, and it should establish goals and objectives for the coming review period, consistent with and supportive of the University’s strategic plan and goals.

The specific format of the annual performance evaluation is at the discretion of the supervisor. There is no standard, prescribed format in recognition of how different the University’s EHRA non-faculty positions are and the varying criteria that would be employed to evaluate these employees. See the provided links below to sample evaluation templates available for supervisors to use, however, whatever performance evaluation criteria is used, it must be written and must provide a general description of the position duties and expectations and a written assessment of performance against these standards during the performance period. One component of the evaluation should include the employee’s compliance related efforts.

Employees should have the opportunity to provide a self-report of major accomplishments during the review cycle, of proposed plans for the next cycle, of potential barriers to success, and of ideas to enhance his or her professional development and successful performance during the coming cycle. Supervisors are required to provide EHRA Non-Faculty employees with an annual overall performance rating that represents the supervisor’s assessment of the employee’s total performance during the entire performance cycle based on the following 3-point rating scale:

Exceeding Expectations: Routinely performs above expected performance of assigned duties and is generally considered among the highest performing employees within the work unit.
Meeting Expectations: Generally performs at, and on occasions may exceed, a successful level of performance of assigned duties.
Not Meeting Expectations: Often performs below an acceptable level of performance of assigned duties or has demonstrated substantial performance deficiencies in certain assigned duties.

Employees 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. Copies of signed annual evaluations will need to be sent to Shannon Plummer-White, Human Resources Manager, to keep in the personnel file by the provided deadline.