EPA Performance Management Program
The EPA Performance Management program provides a method for communicating employee performance expectations, establishing departmental goals and objectives,and evaluating employee performance in order to succesfully achieve the mission of UNC General Administration.
This program applies to UNC General Administration Employees Exempt from the State Personnel Act (EPA).
The objectives of the EPA Performance Management Program are to:
Enable and encourage employees to maximize the skills, knowledge and characteristics that have the greatest impact on performance
Provide a shared understanding of what will be measured and evaluated
Ensure employees are effective stewards of University and State resources
Provide a basis for awarding merit increases
Components of a Performance Management Program
- Competencies - Competencies are the knowledge, skills and abilities (KSAs) necessary for effective performance in a specific job.
- Core Competencies - Core Competencies are the critical KSAs necessary for effective performance in a specific job. Within each EPA position profile described below, some or all of the competencies have been marked as Core, meaning employees within this category are expected to exhibit these pre-defined competencies or meet the expectations of similarly defined goals specific to the individual's position.
- Administrative Support Profile - This profile is for EPA administrative staff that fall under the Executive Assistant or high-level administrative support role reporting to the President, a Vice President or a similar position within General Administration.
- Manager Profile - This profile is for senior management, including AVPs, Executive Directors, Directors and Assistant Directors. All employees in this category must manage atleast one EPA or SPA employee.
- Non-Manager Profile - This profile is for senior management, including AVPs, Executive Directors, Directors and Assistant Directors, who do not directly supervise EPA or SPA employees.
- Senior Leadership Profile - This profile is for Vice Presidents, or similarly situated employees, who manage professional level employees and who have complete responsibility for large programs and divisions that have University-wide impact.
PERFORMANCE MANAGEMENT RECORD
Each employee's completed evaluation will become a permanent part of his/her personnel file. Therefore, the manager has a responsibility to ensure the evaluations are fair, accurate, and relevant and are applied uniformly. Evaluation forms must be signed and dated by the employee and their immediate manager.
EPA work plans must be developed and completed annually. Evaluations must be completed by July 1 of each year.