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Management Policies

Below are summaries of the policies that managers of both SHRA and EHRA Non-Faculty employees should be familiar with. Click on “Learn more” or “Go to Policy” for more information and full policy statements for each subject area.

State employees are expected to meet performance standards and conduct themselves appropriately. The Disciplinary Action Policy policy, maintained by the North Carolina State Office of Human Resources, is intended to provide tools for addressing employee conduct and performance issues in a reasonable, consistent, and effective manner.

The University is committed to fair and equitable treatment for all employees. Therefore, the University has established grievance policies for the fair, orderly, and prompt resolution of work-related disputes for employees. There are separate policies for EHRA Non-Faculty and SHRA employees.

The University is committed to ensuring that Employees are Fit for Duty while also respecting Employee privacy. Employees are Fit for Duty when they are able to perform their Essential Job Functions without posing a Direct Threat to themselves or others. The Fitness for Duty Policy and associated Procedure describe the circumstances in which the University may evaluate an Employee’s Fitness for Duty, provide the procedures for those evaluations, and safeguard Employee privacy related to those evaluations.

Related forms:

For more information, review the Fitness for Duty FAQ.

The overall success of the University relies on the individual accomplishments of all faculty and staff. Our performance management program provides a mechanism for communicating performance responsibilities and evaluating achievements. All permanent University staff are evaluated annually on their performance.

The creation of new SHRA positions, classification changes to positions, and salary increases are managed by the Classification & Compensation Unit within the Office of Human Resources.

The creation of new EHRA positions, classification changes to positions, and salary increases are managed by the EHRA Non-Faculty unit within the Office of Human Resources.

All new part-time and full-time SHRA permanent and time-limited employees will serve a probationary period of 12 months from their effective hire date before attaining career status . This probationary period serves as an extension of the selection process, providing time for new employees to adjust and supervisors to ensure new employees can satisfactorily meet performance expectations and perform essential job functions. This policy applies to all individuals receiving initial SHRA appointments to part-time or full-time, permanent or time-limited positions.

A separation occurs when a University SHRA employee resigns from State employment, retires, is involuntarily separated, or dies. This policy details the provisions and procedures for the following types of separation

Certain workplace issues require formal investigative processes. Our office works in collaboration with department management and other administrative offices to address particular issues. In most cases, department management will be responsible for leading or co-leading the investigation in conjunction with the most appropriate administrative office.

The University is committed to provide a workplace that is free from workplace violence by establishing preventative measures, by holding perpetrators of violence accountable, and by providing assistance and support to victims.