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…Hill benefits-eligible permanent employees (permanent full- and part-time SHRA, EHRA Non-Faculty and Faculty working a minimum of 20 hours a week). For more information about benefits eligibility, please visit the Benefits Eligibility webpage. Eligible temporary employees working 30 hours or more per week may be eligible to enroll in the State Health Plan’s High Deductible Health Plan. Eligible temporary employees will be notified by a UNC Benefi…

…ce-eligible employees with an annual appraisal as outlined in the Employee Performance Management and Appraisal Policy. Although the annual appraisal is completed just once each year, providing regular, constructive feedback on employee performance is central to the manager’s role and overall team performance. We recommend that managers and individual employees meet regularly (weekly or bi-weekly) to facilitate ongoing conversations on performance…

…development and career goals.   Performance Conversation At the center of performance management is the performance conversation between employee and manager. The purpose of the performance conversation is for managers and employees to have an open dialogue and to share and receive feedback on past performance, challenges, development areas and goals for the next cycle. This conversation between managers and employees should be two-way and should…

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…r Managers Defining individual performance goals is a crucial component of performance management. Setting goals helps ensure your team members are working toward a shared vision, clarifies what success in their role looks like and contributes to greater employee engagement and improved performance. It is an expectation that every manager works collaboratively with their team members to define goals in Carolina Talent. Weighting Goals Managers/sup…