REG 05.50.08 Annual Evaluation of EHRA Non-Faculty

Authority: Chancellor

History:  First Issued: October 30, 2012

Related Policies:        
UNC Policy Manual 300.2.1 – Employees Exempt from the State Personnel Act
NCSU POL05.15.01 – Employees Exempt from the State Personnel ACT (EHRA)

Contact:  Director, Employee Relations (919-515-4300)

1. Purpose  

NC State University’s commitment and practice is to provide timely performance feedback at least annually to each EHRA non-faculty to help ensure effective work efforts and to focus on the continued successful achievement of the University’s goals and objectives.

2. Covered Positions

This campus regulation applies to all EHRA non-faculty positions – including SAAO positions as well as EHRA Instructional and Research positions -- that are not otherwise covered by one of the following specific regulations: 

REG 05.50.02:  Reviews of College Deans, or
REG 05.50.05:  Review of Dean of Undergraduate Academic Programs, Dean of Graduate School, and Vice Provosts, or
REG 05.50.06:  Review of Vice Chancellors, or
REG 05.50.07:  Review of Associate Deans

3.         Annual Evaluation

Supervisors should formally evaluate EHRA non-faculty on at least an annual basis, before the end of the fiscal year.  Merit-based salary adjustments may be permissible as of the start of a fiscal year, so evaluation of performance should be completed in time for making informed merit-based salary determinations. 

4.         Procedures 

4.1  The evaluation process should review and discuss the individual’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.

4.2  The individual being reviewed 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 their professional development and successful performance during the coming cycle.

4.3  The supervisor should document the evaluation discussion for the record.  As a confidential personnel record, a completed copy of any such evaluation documentation should be maintained securely by the employing unit in accordance with the University’s records retention schedule.  

5.   Evidence of Compliance

Each year, the Provost and Executive Vice Chancellor issues a memorandum to all vice chancellors, deans, and vice provosts, requesting their written assurance that all EHRA employees in their units will have been reviewed during the year ending June 30.