North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter O - PERFORMANCE MANAGEMENT SYSTEM › Section .0100 - GENERAL PROVISIONS › Section 01O .0109 - PERFORMANCE MANAGEMENT DEFINITIONS

Current through Register Vol. 39, No. 2, July 15, 2024
The following definitions shall apply to all rules in this
					 Subchapter:
(1) "Annual Performance
				  Evaluation" means the comprehensive review of the employee's performance,
				  relative to the goals and values throughout the entire performance cycle as
				  defined in
				  25 NCAC
				  01O .0110. The annual performance evaluation
				  contains a final overall rating.
(2) "Calibration Session" means a
				  confidential discussion between same-level managers or supervisors facilitated
				  by the next-level manager, supervisor or designated Human Resources
				  representative, to evaluate work distribution, goal alignment, goal validity,
				  results, and final ratings.
(3)
				  "Coaching Session" means either a formal discussion with documentation or an
				  informal discussion without documentation between a manager or supervisor and
				  employee to provide feedback and reinforce desired work actions and
				  behavior.
(4) "Counseling Session"
				  means a formal discussion with documentation between a manager or supervisor
				  and an employee to provide specific feedback and initiate a Performance
				  Improvement Plan to develop a strategy for an employee to raise his or her
				  performance to a minimum of "Meets Expectation."
(5) "Formal Discussion" means a discussion
				  with documentation between a manager or supervisor and employee.
(6) "Goals" means organizational, division,
				  work unit, and individual level outcomes that support the strategic mission of
				  the organization. All goals must be relevant to agency goals/mission.
(7) "Individual Development Plan" means a
				  plan used to identify areas of development so an employee will have the skills,
				  knowledge and abilities he or she needs to meet the organization's goals and
				  objectives, and is given an opportunity to develop competencies that will allow
				  him or her to be successful in the future.
(8) "Informal Discussion" means a discussion
				  without documentation between a manager or supervisor and employee.
(9) "Interim Review" means a formal
				  discussion with documentation of such at the mid-point of the performance cycle
				  between a manager or supervisor and an employee to review the employee's
				  progress and make any necessary adjustments (e.g., adding new goals and tasks
				  or canceling existing goals and tasks if priorities have changed, changing the
				  weights assigned to goals and tasks) or initiate additional performance-related
				  documentation.
(10) "Permanent
				  Employee" means an employee who is in a permanent position and has attained
				  career status by being continuously employed by the State in a position subject
				  to the State Human Resources Act for the immediate 12 preceding
				  months.
(11) "Performance
				  Expectation" means a goal, value, or both, defining outcomes and behaviors that
				  are documented on a performance plan to identify results to be accomplished and
				  how the work should be accomplished.
(12) "Performance Improvement Plan" means a
				  written document issued to an employee by a manager or supervisor that provides
				  instructions to the employee about the action or actions the employee shall
				  take to improve performance or conduct deficiencies to the "Meets Expectations"
				  level of performance. A performance improvement plan is issued to an employee
				  who maintains employment and serves as a disciplinary action.
(13) "Performance Plan" means a description
				  of the goals and values to be accomplished by the employee within the
				  performance cycle, with emphasis on the goals and results to be achieved and
				  how those results will be measured.
(14) "Position Description" means a statement
				  or set of duties and responsibilities that represents the major functions of a
				  job that must be performed to meet the agency's needs.
(15) "Probationary Employee" means an
				  employee who is in a permanent position but has not attained career status by
				  being continuously employed by the State in a position subject to the State
				  Human Resources Act for the immediate 12 preceding months.
(16) "Satisfactory Performance" means
				  performance for which the employee consistently meets expectations and
				  occasionally exceeds expectations.
(17) "Time-Limited Employee" means an
				  employee who is in a time-limited position and is not eligible for career
				  status.
(18) "University" means the
				  constituent institutions of the University of North Carolina.
(19) "Values" means qualitative behavioral
				  attributes that document how work actions should be accomplished. Values
				  reflect core organizational beliefs that guide and motivate actions supporting
				  the accomplishment of the agency mission and goals.
Authority
					 G.S.
					 126-4;
Eff. April 1,
					 2016.