Employee Relations

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The mediation program was established by the Office of State Human Resources to resolve grievances at the lowest level possible, facilitate less adversarial resolution of workplace disputes and reduce government spending. Since 2005, State of North Carolina government agencies and universities have been provided the option to utilize mediation as a part of the grievance process.

On August 21, 2013, House Bill 834 was signed into law which led to the implementation of the uniform Employee Grievance Policy which became effective for universities May 1, 2014. The policy standardized the formal grievance process across the state and established the requirement of mediation as the first step.

The Office of State Human Resources has the responsibility for managing the mediation process including the training and selection of mediators for grievance cases. If you would like additional information about the mediation process or if you are interested in serving as a mediator, please contact the Employee Relations Division.

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 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, Compliance & Ethics and 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 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 for interim, probationary, transfer, management‐driven, 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 last annual appraisal; 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. 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 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, Compliance and Ethics, and 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 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 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.

It is the policy of The University of North Carolina that the grievance process exists to allow for prompt, fair and orderly resolution of disputes arising out of employment. The University of North Carolina has therefore adopted this Grievance Policy to further these goals as approved by the State Human Resources Commission.

This policy seeks to achieve procedural consistency across The University of North Carolina; ensures SHRA have access to an internal process to address grievable issues timely, fairly, cost effectively, and without fear of reprisal; in an effort to resolve workplace issues efficiently and effectively.

Grievance Process for All Grievable Issues

A grievance or complaint must be filed within 15 calendar days of the alleged event or action that is the basis of the grievance. Any grievance or complaint that alleges unlawful discrimination, harassment or retaliation shall be addressed and completed through the Equal Employment Opportunity (EEO) Informal Inquiry process before being considered in the formal internal grievance process. Except as provided herein, all other grievable issues must first be discussed with the immediate or other appropriate supervisor in the employee’s chain of command or other appropriate personnel or agency or university that has jurisdiction regarding the alleged event or action that is the basis of the grievance prior to filing a formal grievance. Disciplinary action grievances as well as non-disciplinary separation due to unavailability shall proceed directly to the formal internal grievance process.

Disciplinary Action Grievances (i.e., dismissal, suspension without pay, demotion) that include both an allegation of unlawful discrimination, harassment, or retaliation and an allegation that the disciplinary action lacks just cause shall first be addressed through the EEO Informal Inquiry process before proceeding to the formal internal grievance process. Likewise, a grievance that involves both a separation due to unavailability and an allegation of unlawful discrimination, harassment or retaliation shall first be addressed through the EEO Informal Inquiry process before proceeding to the formal internal grievance process. After the EEO Informal Inquiry process is completed, all grievable issues remaining (including that an unresolved disciplinary action lacks just cause or that an unresolved separation due to unavailability was improper, and any unresolved allegations of unlawful discrimination, harassment, or retaliation) may be considered in the formal grievance process if pursued by the employee.

Ciarra Joyner
NCCU Title IX Coordinator
Email: [email protected]
Phone: 919-530-7944

The Equal Employment Opportunity & Diversity Fundamentals course (EEODF), formerly referred to as the Equal Employment Opportunity Institute (EEOI), is mandatory training for state government executives, managers and supervisors that should be completed within the first year of the appointment. EEODF provides practical training in understanding roles and responsibilities in managing employees from different backgrounds and cultures, and the corresponding laws, policies, and employment practices and techniques complementing this purpose.