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 .0207 - FREQUENCY OF PERFORMANCE REVIEWS

Current through Register Vol. 39, No. 2, July 15, 2024
A performance review shall be required in the following
					 instances:
(1) For permanent State
				  employees, the manager or supervisor shall establish a performance plan for the
				  employee during the first 60 calendar days of the performance cycle. The
				  manager or supervisor shall conduct an interim review at the mid-point of the
				  performance cycle and shall conduct a final performance evaluation annually,
				  within 60 calendar days of the end of the performance cycle. The permanent
				  employee shall have been functioning under an issued performance plan for at
				  least six months to receive an annual performance evaluation.
(2) For probationary employees, the manager
				  or supervisor shall establish a performance plan for the employee during the
				  first 60 calendar days of employment. The manager or supervisor shall review
				  the probationary employee's performance by conducting quarterly documented
				  performance feedback discussions during the first 12 months of employment. If a
				  probationary employee "Meets Expectations" or "Exceeds Expectations" on all
				  individual goals and individual values, at the end of the first performance
				  cycle, then quarterly documented performance feedback discussions are no longer
				  required. The manager or supervisor shall establish a performance plan for the
				  probationary employee during the first 60 calendar days of the next performance
				  cycle. The manager or supervisor shall conduct an interim review at the
				  mid-point of the performance cycle and shall conduct a final performance
				  evaluation annually, within 60 calendar days of the end of the performance
				  cycle. The probationary employee shall have been functioning under an issued
				  performance plan for at least six months to receive his or her first annual
				  performance evaluation.
(3) For
				  time-limited employees, the manager or supervisor shall establish a performance
				  plan for the employee during the first 60 calendar days of employment. The
				  manager or supervisor shall review the time-limited employee's performance by
				  conducting quarterly documented performance feedback discussions. The
				  time-limited employee shall have been functioning under an issued performance
				  plan for at least six months to receive his or her first annual performance
				  evaluation. If the employee's performance indicates he or she is not suited for
				  the position and cannot be expected to meet satisfactory performance standards,
				  the employee shall be separated. If he or she meets satisfactory performance
				  standards, the manager or supervisor shall establish a performance plan for the
				  employee during the first 60 calendar days of the next performance cycle. The
				  manager or supervisor shall conduct an interim review at the mid-point of the
				  performance cycle and shall conduct a final performance evaluation annually,
				  within 60 calendar days of the end of the performance cycle.
(4) When an employee transfers to another
				  position within state government, the existing manager or supervisor shall
				  assess performance and document progress and ratings prior to the transfer. If
				  the transfer occurs within 30 calendar days of the end of the interim review or
				  annual performance evaluation, then a copy of the completed and signed interim
				  review or the completed (i.e., documentation provided and ratings assigned) and
				  signed annual performance evaluation shall be sent to the receiving manager or
				  supervisor. If the transfer occurs more than 30 calendar days prior to the
				  interim review or annual performance evaluation, the existing manager or
				  supervisor shall provide written performance information accountable for
				  ensuring continuity of performance documentation specific to the employee's
				  achievement of established goals and values to the receiving manager or
				  supervisor.
(5) When there is a
				  change in the manager or supervisor, the existing manager or supervisor shall
				  provide written performance information specific to the employee's achievement
				  of established goals and values to the receiving manager or supervisor. If the
				  change in the manager or supervisor occurs within 30 calendar days of the
				  interim review or annual performance evaluation, then the existing manager or
				  supervisor shall complete the interim review or formal performance
				  evaluation.
(6) When an employee
				  separates from state government, the manager or supervisor shall assess
				  performance and assign a final overall performance rating, unless the
				  employee's separation is due to a documented disciplinary action, retirement,
				  disability, illness, or death. The separating employee shall have been
				  functioning under an issued performance plan for at least six months to be
				  assigned a final overall performance rating. For an employee who is separated
				  for any reason other than documented disciplinary action, retirement,
				  disability, illness, or death, any final overall performance rating of "Does
				  Not Meet Expectations" must be approved by the agency Human Resources Director
				  or his or her designee, based on performance documentation provided by the
				  separating employee and his or her manager or supervisor.
Authority
					 G.S.
					 126-4;
Eff. April 1,
					 2016.