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Performance Management & Competency Assessment Annual Performance Appraisal - Spa Career

This document outlines the annual performance appraisal process for career state employees. It includes sections for identifying the employee and their supervisor, rating the employee's performance on goals and values on a scale from not meeting to exceeding expectations, an overall rating, comments, a corrective action plan if needed, signatures, and information on appeal rights. Mid-cycle reviews may also be conducted during the review cycle to discuss progress.

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Rea Ann Autor Lira
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297 views2 pages

Performance Management & Competency Assessment Annual Performance Appraisal - Spa Career

This document outlines the annual performance appraisal process for career state employees. It includes sections for identifying the employee and their supervisor, rating the employee's performance on goals and values on a scale from not meeting to exceeding expectations, an overall rating, comments, a corrective action plan if needed, signatures, and information on appeal rights. Mid-cycle reviews may also be conducted during the review cycle to discuss progress.

Uploaded by

Rea Ann Autor Lira
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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PERFORMANCE MANAGEMENT & COMPETENCY

ASSESSMENT
ANNUAL PERFORMANCE APPRAISAL SPA CAREER
Annual appraisals must be completed for all career status
employees
who have worked for the State at least 3 months this performance cycle.
Mid-cycle reviews may be performed any time during the cycle.
ANNUAL REVIEW CYCLE: From: To:
Mid-Cycle Date of Review with
Review Type:
Annual Employee:

Employee
Dept. Name:
Name:
Position
Dept. #: Employee PID:
#:
Supervisor
Classification:
Name:
Supervisor Pos. Comp. Contributing Journey

Title: Level: Advanced
PERFORMANCE APPRAISAL
For each performance goal and organizational value from the work plan, indicate below a
rating
(N=Not Meeting Expectations; M=Meeting Expectations; E=Exceeding Expectations) and
provide overall comments.
# PERFORMANCE GOALS N M E
1
2
3
4
5
# ORGANIZATIONAL VALUES N M E
1 Quality of Work
2 Task Management
3 Work Schedule & Attendance
4 Customer-Oriented Communication
5 Teamwork & Collegiality
6 Policy & Safety Compliance
7 Supervisory (if applicable)
OVERALL RATING (required for Annual Appraisal only)

UNSATISFACTORY BELOW GOOD GOOD VERY GOOD OUTSTANDING


Consistently performs
Consistently not Consistently performs Consistently meeting Consistently exceeds
at or above
meeting expectations at or below expectations expectations expectations
expectations

(Rev. 07-01-2014) Equal Opportunity Employer Page 1 of 2


PERFORMANCE MANAGEMENT & COMPETENCY
ASSESSMENT
ANNUAL PERFORMANCE APPRAISAL SPA CAREER
COMMENTS

CORRECTIVE ACTION PLAN (required for all ratings of not meeting expectations)

SIGNATURES FOR PERFORMANCE APPRAISAL


2nd Level
Supervisor Date:
:

Supervisor
:
Date:

I acknowledge that I have received this performance appraisal. I understand that my signature below does not
necessarily imply agreement with the ratings given or the comments included, and that if I choose, I may write a
response to include with this appraisal document.

Employee: Date:

APPEAL RIGHTS
For information on applicable appeal rights through the University System SPA Employee Grievance Policy, please
contact the Grievance Officer in Employee & Management Relations at (919) 843-3444 or [email protected]. You can
obtain a copy of the Policy on the Office of Human Resources website at http://hr.unc.edu/.

(Rev. 07-01-2014) Equal Opportunity Employer Page 2 of 2

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