Employee Relations

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Mediation is a voluntary process in which a grievant and an agency representative work with a neutral third party to reach a mutually acceptable resolution. The focus is on resolving issues based on interests rather than determining right or wrong. Participants are expected to engage in good faith.

The Office of State Human Resources (OSHR) manages the statewide mediation program, which is the first step in the formal grievance process. OSHR oversees mediator training, selection, and a panel of qualified mediators for state agencies and universities.

Annual Cycle: April 1 to March 31

There is a 3‐point rating scale associated with SHRA performance management of Exceeding Expectations, Meeting Expectations, and Not Meeting Expectations. The annual appraisal is completed between April 1 and March 31. Supervisor rates each institutional and individual goal to determine overall rating. The provided comments clarify ratings for performance that does not meet or exceed expectations.

An employee performance plan is completed between April 1 and May 30: Institutional Goals (50% of overall rating); Individual Goals (50% of overall rating); and Talent Development Goals, which are not rated. Institutional goals are set by the UNC System Office for all SHRA employees. The five goals for all employees are Expertise, Accountability, Customer‐Oriented, Team‐Oriented, and Compliance & Ethics, plus one additional goal for supervisors: Supervision. Supervisors cannot change the content of these goals. Supervisors rate the totality of the employee’s work against these goals. Individual goals include 3–5 strategic goals written by the supervisor each cycle. They are not intended to cover the full scope of the employee’s work. They are required to be aligned with critical business needs and University strategic goals. Calibration: Peer supervisors in a work unit are to meet at beginning of the annual cycle to set expectations for employees in similar positions. At the conclusion of the cycle, supervisors in the work unit meet to set consistency of ratings for employees in similar positions.

Off-cycle reviews (interim, probationary, transfer, management‐driven, or employee‐requested) are not a full appraisal (no ratings included) and are generally a few paragraphs. Interim reviews are only required if: 

• An employee received any rating of “Not Meeting Expectations” on the last annual appraisal;
• The employee has active disciplinary actions; or
• If the supervisor/manager chooses to conduct an interim review. 

Probationary reviews are required quarterly for probationary/time‐limited employees in first year. Employees can request one additional off‐cycle review if it has been at least 60 calendar days since their last evaluation.

Second-level review: The second‐level supervisor is required to review the performance plan and annual appraisal before being issued to the employee.

Annual Cycle: July 1 to June 30

There is a 3‐point rating scale associated with EHRA performance management of Exceeding Expectations, Meeting Expectations, and Not Meeting Expectations. The annual evaluation is completed between July 1 and June 30. The supervisor rates each institutional and individual goal to determine overall rating. The provided comments clarify ratings for performance that does not meet or exceed expectations.

An employee performance plan is completed within first 60 days of cycle: Institutional Goals (weight not required); Individual Goals (weight not required); and Talent Development Goals, which are not rated. Institutional goals are set by the UNC System Office for all EHRA employees. The five goals for all employees are Expertise, Accountability, Customer‐Oriented, Team‐Oriented, and Compliance and Ethics, plus one additional goal for supervisors: Supervision. Supervisors cannot change the content of these goals. Supervisors rate totality of employee’s work against these goals. Individual goals include 3–5 strategic goals written by the supervisor each cycle. They are not intended to cover the full scope of the employee’s work. They are required to be aligned with critical business needs and University strategic goals.

Off-cycle reviews are not required. Provide feedback throughout the cycle as deemed appropriate and necessary.

Second-level review: The second‐level supervisor is required to review the performance plan and annual appraisal before being issued to the employee. OHR may provide second-level review for SAAO Tier 1 positions as required.

The University expects all employees to perform their duties effectively and conduct themselves professionally. When performance or behavior does not meet these standards, the University may take disciplinary action to address the issue.

Disciplinary actions are fair and consistent and may include coaching, written warning, suspension, or, in serious cases, dismissal. Employees are provided with notice of concerns and an opportunity to improve, except in situations where behavior is severe enough to warrant immediate action.

All disciplinary decisions follow University policies and applicable laws to ensure a respectful and productive work environment.

The University of North Carolina provides a structured process for employees to raise and address workplace concerns. Employees who believe they have experienced a grievable issue may file a complaint through the established grievance process. This process ensures that concerns are reviewed promptly, fairly, and in accordance with university and State Human Resources Commission guidelines.

The grievance process offers employees a clear and accessible method for seeking resolution, protects against retaliation, and supports an efficient and equitable review of workplace issues.

Grievance Process for All Grievable Issues

For EHRA Employees: A grievance must be filed within 30 calendar days of the event or action at issue.

For SHRA Employees: A grievance must be filed within 15 calendar days of the event or action at issue.

Employees are encouraged to first discuss concerns with their immediate supervisor or the appropriate office with jurisdiction. Certain matters — such as allegations of unlawful discrimination, harassment, or retaliation — must be reviewed through the EEO Informal Inquiry process before entering the formal grievance process.

Grievances involving disciplinary action or non-disciplinary separation due to unavailability may proceed directly to the formal grievance process.

Lucretia Banks
Title IX Coordinator
Student Affairs
School of Nursing, 3123
Email: [email protected]
Phone: 919-530-7944