North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter O - PERFORMANCE MANAGEMENT SYSTEM › Section .0200 - MANAGING AND EVALUATING PERFORMANCE › Section 01O .0211 - ANNUAL PERFORMANCE EVALUATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) At
				  the end of the performance cycle, the manager or supervisor shall evaluate
				  employee performance relative to the three to five individual goals as well as
				  the selected organizational values. The manager or supervisor shall use
				  quantitative and qualitative information collected throughout the cycle and
				  documented by various sources, including information documented by the
				  employee, to determine the extent to which the employee's actual performance
				  has met the expectations defined in the performance plan. The manager or
				  supervisor shall evaluate performance based on the collected performance
				  information and assign ratings to each goal and value to determine an overall
				  annual performance evaluation rating. Agency or University Human Resources
				  personnel shall facilitate calibration discussions to systematically assess
				  rating validity and ensure organizational consistency.
(b) Each individual goal and value shall be
				  rated using the standardized rating scale. The standardized rating scale will
				  consist of three levels defined as follows:
(1) "Exceeds Expectations" means performance
				  consistently exceeds documented expectations and measurements. The employee
				  consistently does work going far beyond what is expected in terms such as
				  quantity, quality, timeliness, cost, and customer satisfaction. Performance
				  that "Exceeds Expectations" is due to the effort and skills of the employee.
				  Performance is consistently characterized by high quality work that requires
				  little or no improvements or corrections. An employee at the "Exceeds
				  Expectations" level repeatedly makes exceptional or unique contributions to the
				  organization that are above the requirements of his/her duties and
				  responsibilities. An employee performing at the "Exceeds Expectations" level
				  should be recognized by their organization as an outstanding contributor to the
				  organization's mission.
(2) "Meets
				  Expectations" means performance consistently meets and occasionally exceeds the
				  documented job expectations and measurements. The employee performs according
				  to expectations. The employee does the job at the level expected for this
				  position and consistently meets what is expected in terms such as quantity,
				  quality, timeliness, cost and customer satisfaction. Performance that "Meets
				  Expectations" is due to the employee's own effort and skills. An employee
				  performing at this level is dependable and makes valuable contributions to the
				  organization. His or her judgments are sound, and he or she demonstrates
				  knowledge and mastery of duties and responsibilities. Most employees should
				  meet expectations in a functional, performing work unit.
(3) "Does Not Meet Expectations" means
				  performance does not meet job expectations and measurements and supervisory
				  attempts to encourage performance improvement in accordance with
				  25 NCAC
				  01O .0210 are unsuccessful.
The employee is performing the job at an unsatisfactory
					 performance level in terms such as quantity, quality, timeliness, cost, and
					 customer satisfaction and performance improvement counseling by the manager or
					 supervisor has not resulted in employee performance improvement. The manager or
					 supervisor shall continue to address performance issues with the employee with
					 this rating level, document management efforts to encourage satisfactory
					 performance, and document subsequent results on a Performance Improvement Plan.
					 Failure to perform is due to the employee's lack of effort or skills.
					 Performance counseling sessions shall be guided by next-level management or
					 Human Resources, and may result in additional disciplinary action for the
					 employee who fails to demonstrate improvement.