UNC Wilmington EEO/AA Plan Part I January 2014 Page 15
employees are provided opportunities for professional development.
Performance Management
All employees receive annual performance evaluations in accordance with UNC Wilmington
and State Personnel policies on employee performance management for SPA employees or
administrative guidelines for EPA and faculty employees. Effective performance
management is the first step in career planning and professional development as it provides an
opportunity for employee and supervisor to agree on specific training and developmental
courses which will enhance the employee's value to the organization and increase the
likelihood of promotion.
Effective performance management integrates performance management, competency
assessment and career development to ensure a competent workforce to meet UNC
Wilmington’s goals and objectives. Since 2009, performance management links the annual
performance evaluation with the employee’s competency assessment to ensure employees
have and demonstrate the knowledge, skills and abilities required to make the organization
successful. The evaluation is based on specific job duties and performance standards related
to competencies and established by the supervisor at the beginning of the performance review
period and discussed with the employee.
Employee performance ratings are reviewed by the rater's supervisor and reviewed by the
Office of Human Resources for SPA employees.
Career Planning and Staff Development
Supervisors and managers are responsible for providing developmental opportunities for their
employees including access to on-campus seminars, courses, and training without regard to
race, sex (such as gender, marital status, and pregnancy), age, color, national origin (including
ethnicity), creed, religion, disability, sexual orientation, political affiliation, veteran status or
relationship to other university constituents. Career development planning provides a
systematic way to build critical competencies and develop individuals.
The State of North Carolina encourages internal promotion when feasible. When evaluating
recruitment options and considering internal promotion, managers will evaluate employees
regardless of race, sex (such as gender, marital status, and pregnancy), age, color, national
origin (including ethnicity), creed, religion, disability, sexual orientation, political affiliation,
veteran status or relationship to other university constituents -- except where sex, age or
ability represent bona fide educational or occupational qualifications.
Management Training
Training is provided to managers in the following areas:
EEO/AA Plan
Performance Management
Supervisory and Management Skills
Employee Selection
Managing Diversity
Unlawful Workplace Harassment Awareness
Leadership Development
Competency Assessment
