Performance at UNC | About Performance
What is performance at Carolina?
Performance at Carolina is more than just an annual review — it’s an ongoing partnership between you and your manager to create clarity on the expectations of your role, provide you with timely, constructive feedback and support your professional development and career growth.
Performance management is the strategic process of fostering employee performance by setting clear expectations and providing ongoing feedback and development opportunities to cultivate professional growth and record performance progress. Through performance management, employees:
- Receive timely feedback and a comprehensive review of their performance.
- Align their responsibilities and performance expectations with the priorities of the work unit and the initiatives of the University’s strategic plan.
- Map a clear path for career growth and development.
With defined goals and open communication, employees can see how they are progressing in their careers and what they can do to achieve the professional growth they desire. Managers and employees should have weekly or bi-weekly one-on-one meetings throughout the year to discuss and share feedback on the employee’s performance and development.
Performance throughout the Year
Performance management is a year-round, dynamic process that goes beyond an annual review. It is about fostering a culture of continuous feedback, growth, and accountability that empowers employees to excel in their roles and contribute meaningfully to the organization’s success.
By engaging in regular, intentional check-ins, managers and employees create opportunities for ongoing dialogue, ensuring alignment with goals, professional development, and overall performance expectations. These touchpoints help:
- Reinforce organizational values and mission through everyday actions.
- Strengthen employee-manager relationships by fostering trust and open communication.
- Proactively address challenges and recognize achievements in real-time.
- Create a growth mindset that encourages continuous learning and adaptability.
- Encourage employees to participate in learning and development programs (workshops, training, certifications, etc.).
- Provide mentorship and coaching opportunities tailored to individual career goals.
- Support employees in stretch assignments and cross-functional projects to expand their skill sets.
- Regularly discuss career aspirations and progression pathways to align growth opportunities with organizational needs.
- Real-time feedback: Encourage continuous, constructive feedback to support employee growth and reinforce positive behaviors.
- Two-way dialogue: Foster an environment where employees feel comfortable seeking and providing feedback.
- Strength-based coaching: Focus on leveraging employees’ strengths while identifying areas for improvement.M
- Development-oriented Conversations: Position feedback as a tool for growth rather than criticism.
By making feedback an integral part of workplace culture, employees become more engaged, motivated and empowered to take ownership of their development.
- Track and celebrate key accomplishments. Recognizing contributions motivates employees and reinforces positive behaviors.
- Identify challenges early. Discuss roadblocks and develop strategies to overcome obstacles.
- Adapt goals to reflect changing priorities. Aligning individual objectives with evolving business needs ensures continued impact.
- Support skill development and career growth. Encourage employees to pursue learning opportunities, stretch assignments and mentorship programs.
- Ensure alignment with organizational objectives. Clarifying how individual contributions support the bigger picture enhances engagement and purpose.
Frequent discussions not only help employees stay engaged but also equip managers with the insights needed to tailor coaching, provide meaningful feedback and drive long-term success.
- Formal performance reviews that synthesize feedback and goal progress.
- Goal-setting for the next cycle, incorporating lessons learned and future objectives.
- Development planning to support long-term career growth.
By embedding these essential elements throughout the year, performance management evolves from a one-time evaluation into a strategic and empowering process that supports both individual and organizational success.
Learn more about the annual performance season.
When is the performance cycle?
At Carolina, the performance cycle runs annually April 1 through March 31 and is the year-long period that an employee’s annual performance review is based on. An employee’s annual performance review is a formalized process that takes place during performance season, which is March 10 through June, the time of year when the previous performance cycle ends and the next performance cycle begins. All performance-eligible SHRA and EHRA Non-Faculty employees are on the same performance cycle.
How is performance documented?
Employees and managers complete all performance management actions, called tasks, online through Carolina Talent Performance, the University’s online workflow platform for the performance management process. The annual performance season is the time every year that managers and employees work together to reflect on the employee’s performance for the past year (documented on an employee’s annual appraisal) and to set goals for the upcoming year (documented on an employee’s performance plan).
Carolina Talent Performance
Log in to Carolina Talent Self Service to view and complete performance tasks,
and visit the Carolina Talent Performance Hub for step-by-step instructions and FAQs.
Contact Performance Management
Jessica Procel, Talent Management Program Manager
Kathleen Guerra, Senior Director of Organization & Professional Development
919-843-7752
performance_management@unc.edu