The current performance management cycle (year) for SHRA permanent employees started April 1, 2016, and ends March 31, 2017. Between April 1 and April 30, supervisors must complete annual appraisals and competency assessment forms, discuss them with employees, and enter ratings into ConnectCarolina. Employees should receive performance evaluations for 2016-17 between April 3 and April 29, and should receive 2017-18 performance plans during the first two weeks of April. Employees will then be able to view ratings in ConnectCarolina on May 1.

Performance Appraisal Information for Employees

• You should receive your performance evaluation for the year 2016-17 between April 3 and April 29, 2017.
• You should receive your performance plan for 2017-18 during the first two weeks of April, 2017.

• Employees will be able to view their overall performance ratings and overall ECA in ConnectCarolina on May 1 via Employee Self Service (Instructions on how to view your performance rating will be sent to you at a later date).

Performance Appraisal Guidelines for Supervisors

• The current performance management cycle (year) for SHRA permanent employees started April 1, 2016, and ends March 31, 2017
• Supervisors must complete the paper annual appraisal and competency assessment forms, discuss them with employees, and enter the overall performance and ECA ratings into ConnectCarolina between April 1 and April 30, 2017. (This cycle includes following important changes from previous years, including a changes in the rating scale, numerical scores and goal weighting).

• SHRA permanent employees who work 20 or more hours each week and were in their current positions before January 1, 2017, must receive a performance review.

• Employees who transferred from another University or State agency position before November 1, 2016, do not require a review from their previous supervisor.

• Employees who transferred from another University or State agency position between November 1, 2016, and January 31, 2017, should receive a mid-year review from their previous supervisor.

• Employees who transferred from another University or State agency between February 1, 2017 and March 31, 2017, should receive a review from their previous supervisor.

  Additional information regarding data entry for 2016-17 performance ratings & competency assessments

Important Changes

This cycle includes following important changes from previous years:

• Overall Rating Scale: The overall rating is now a three-point scale: Exceeding Expectations, Meeting Expectations and Not Meeting Expectations.
• Goal Weighting: All goals are weighted in whole numbers and cannot have a weight lower than 5 percent.  These weights must be the same as the most recent performance plan.
• Numerical Scores: The overall rating is not subjective.  Each goal will receive a score based on the employee’s performance.  These scores are added together for the employee’s total score, which correlates directly to the final overall rating.
  • 1.00-1.69= Not Meeting Expectations
  • 1.70-2.69= Meeting Expectations
  • 2.70-3.00= Exceeding Expectations
• Ineligibility for Overall Rating of Exceeding Expectations: Employees cannot receive an Exceeding Expectations overall rating if they have received a disciplinary action during the performance cycle and/or received any rating of Not Meeting Expectations.
• One Form: The 2016-2017 annual review should be done on the same form as the 2016-2017 performance plan.