Performance Management


The UNC System Office has communicated the following changes to the 2020-2021 SHRA Performance Management Cycle.

  • 2019-2020 SHRA Performance Management Cycle was extended 3 additional months ending June 30, 2020. The appraisal period for SHRA employees will be March 1, 2019 – June 30, 2020
  • Supervisors must have all 2019-2020 SHRA Final Appraisals submitted through PeopleAdmin by August 30, 2020
  • Under the extension all 2020-2021 SHRA Performance Plans must be completed in PeopleAdmin October 1, 2020  
  • 2020-2021 SHRA Annual Performance Cycle is July 1, 2020 – March 31, 2021
  • 2020-2021 EHRA Annual Performance Cycle is July 1 – June 30
  • 2021-2022 SHRA Annual Performance Cycle is April 1, 2021 – March 31, 2022
  • 2021-2022 EHRA Annual Performance Cycle is July 1, 2021 – March 31, 2022
  • 2022-2023 SHRA Annual Performance Cycle is April 1, 2022 – March 31, 2023
  • 2022-2023 SHRA Annual Performance Cycle is July 1, 2022 – March 31, 2023

If the performance appraisal has already been completed for an employee, no further action is needed and the review will be considered complete. In addition, there are no changes to the EHRA Performance Management Cycle and ratings are due August 30, 2020.

Performance Management is a tool through which managers and supervisors communicate with employees regarding their job performance. Each phase represents an opportunity for managers and supervises to:

  • foster strategic thinking, planning and achievement
  • include both individual and institutional goals
  • align and connect individual goals with our university strategic plan
  • foster regular performance and talent conversations that promote engagement and retention






Responsibilities for Professional Staff



  • confirming the employee's major duties and responsibilities
  • confirming performance expectations
  • documenting performance, coaching and providing feedback to the employee during the performance year
  • holding the performance review meeting
  • completing the performance management evaluation form and forwarding for appropriate signatures
  • forwarding copy of completed document to Human Resources for the employee's confidential file


  • participating in discussions on major duties and responsibilities
  • participating in discussions on performance expectations
  • keeping information on performance during the performance year that can be utilized during the performance review
  • participating in the performance evaluation review and adding comments appropriate to the review





Related Policies



For More Information:

Tanisha Brumsey, HR Specialist
Human Resources
243 Marion D. Thorpe Building 
1704 Weeksville Road
Elizabeth City, NC 27909
Phone: (252) 335-3874
Fax: (252) 335-3415
Hours: Monday-Friday, 8:30 a.m.-5 p.m