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How To Acknowledge Your Performance Plan


How To View Your Performance Plan


How To Confirm Your Mid-Year Review


How To Complete Your Self-Appraisal


How To Create A Performance Plan


How To Revise A Performance Plan


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 employee’s 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.

Each employee should have three to five individual goals. Unlike 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.
  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.

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

Peer Feedback


Performance Appraisal


How To Approve A Performance Plan