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Below are summaries of Review and Performance Management policies that apply to EHRA Non-Faculty employees at UNC-Chapel Hill. Click on “Go to Policy” to read full policy statements.

The annual performance evaluation will cover the period from the previous July 1st to June 30th of the following year. In general, EHRA non-faculty performance evaluations should be prepared and delivered in the late June timeframe of each year.
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Executive Vice Chancellor and Provost Bernadette Gray-Little adopted the procedure described as a guide in the evaluation of Directors of Centers or Institutes that report to the Office of the Provost. It is modeled on the review procedures we use for Vice Chancellors and Deans of The University of North Carolina at Chapel Hill.
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Chancellor James Moeser adopted the procedure described as a guide in the evaluation of Vice Chancellors and Deans of The University of North Carolina at Chapel Hill. This procedure is consistent with the provisions of the governing Code of The University of North Carolina at Chapel Hill and with the supplemental document, “Policies Concerning Senior Administrative Officers of The University of North Carolina,” approved by the Board of Governors.
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The University is committed to assuring a safe and secure environment for its faculty, staff, students, visitors, and others who may receive services from or have contact with University employees. For this reason, the University has enacted this policy which provides a mandatory process by which all employees (as defined below) must report any post-employment criminal conviction(s) to appropriate University administrators and sets forth standards by which any convictions will be evaluated and acted on.
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SHRA Performance Management

SHRA employees follow different procedures for review and performance management. Learn more about SHRA performance management.