Full Cycle Online Tutorials for Supervisors

Performance Plan

How to Create a Performance Plan:

How to Revise a Performance Plan:


The institutional goals have been developed as standing performance and behavioral expectations that apply to all employees. They were created by UNC General Administration to cover the entire scope of an employees’ performance in his or her role. 

NOTE: We recommend using your employees’ position description to help you discuss institutional goals. To access your employee’s position description, hover over the employee’s job title in the upper left-hand side of the screen (under their name). Clicking on the job title will open the position description in a separate window.

To set institutional goals :

  1. Review the institutional goals with the employee. Discuss how the employee can meet and exceed the institutional goals within their position and job duties. Use the  expanded institutional goal descriptions  to help guide your conversation.
  2. Indicate the weight of each goal.  Each goal weight must be at least 5. The total weight of the institutional goals must equal 50.  Please double check your math!
  3. Provide additional clarification and/or specific expectations as needed in the comments sections.

Individual Goals

Each employee should have three to five individual goals. Unlike the institutional goals, individual goals are NOT intended to cover all aspects of an employee’s work. Instead, these goals will focus on factors such as key results, outcomes, and/or critical functions. Individual goals should align with the overall mission and goals of the University and work unit. 

NOTE: There is not one specific way to write individual goals. Instead, the development of individual goals is a flexible process that allows the goals to be tailored to each employee and his or her role. As a supervisor, you are encouraged to work with your employee to discuss and determine his or her individual goals for the upcoming cycle. Making the goal development process a collaborative one will give your employee the chance to be fully invested in his or her role. 

To set individual goals:

  1. Set at least 3, but no more than 5, individual goals for your employee.
  2. Add a description for each goal.  Click here  to see sample goal descriptions.
  3. Indicate a weight for each goal.  Each goal must be at least 5. The total weight of the individual goals must equal 50.  Please double check your math!
  4. Click "Add Entry" to add the next goal.

Talent Development Plan

The talent development plan defines activities that promote employee growth, development, and career progression. Development goals can include training programs, committee work, conference presentations or attendance, or related activities that maintain, develop or broaden employee skills relevant to their current position and/or their career path or to their role in service to the work unit or the broader University community.  

NOTE: The activities are not formally rated at the end of the review cycle, but will be reviewed for progress and future planning. You can add additional development opportunities throughout the year.

To set the talent development plan:

  1. Discuss with your employee potential development opportunities
  2. Reference the  Talent Development Planning Guide  for sample language and ideas
  3. Encourage your employee to use the  Talent Development Planning Worksheet  to track progress
  4. Enter the identified talent development opportunity/activity into the field below
  5. Click “Add Entry” to add additional talent development activities

Mid-Year Review

This is the required interim review of the performance cycle. Use this time to have an open, honest, and forward-thinking conversation with your employee. Additionally, you can review goals, assess progress, and, as applicable, clarify or redefine expectations for the remainder of the cycle. Watch the video below for detailed instructions on completing the mid-year review: