Talent Management

  • The purpose of the academic assistance program is for workforce planning and development. It provides a tool for managers and employees to support academic activities that directly relate to the organization’s identified knowledge, skills, and behaviors (organizational competencies), and which support the mission, vision, and values of the organization. The academic assistance program is not an employee benefit, right or entitlement; it is a management program for workforce development. Denial of participation in the academic assistance program is not grievable, except on grounds of discrimination.
  • For more information: Academic Assistance

  • All permanent employees who are regularly scheduled to work at least 30 hours each week, and have met their probationary period, are eligible to participate in the Tuition Waiver Program (TWP). The purpose of the TWP is to provide an opportunity for eligible employees to take a course and have the tuition and fees waived at North Carolina A&T State University or any of the other constituent institutions of the University of North Carolina. Participation is voluntary. Tuition waiver is allowed for an academic year of fall semester, spring semester, and the summer sessions that follow, or courses taken as distance education. During the period from the fall semester through the second session of summer school, no more than three (3) classes may be approved.
  • For more information: Tuition Waiver Program

  • CLOE provides comprehensive programs and consultative services to support the development of faculty and staff at the University. For more information, contact the Center for Leadership and Organizational Excellence (CLOE) (336-334-7862) in the Division of Human Resources.
  • For more information: CLOE

  • Supervisors work closely with their respective staff members to facilitate successful work performance. This is an on-going collaborative process, between the supervisor and employee, in the planning, execution, and evaluation of performance goals and accomplishments.
  • Work plans indicate not only the work to be done, but how it is to be done. From time to time, events may necessitate work-plan revision(s). On such occasions, the supervisor and staff member meet to make any necessary adjustments. At least twice a year, during the interim review period and at the end of the annual performance management cycle, supervisors hold formal performance review meetings with each member of their staff. Overall performance, including strengths and deficiencies, and personal development plans are discussed.
  • If you receive an overall performance rating of “Meets Expectations” or higher, you may be eligible for a legislative salary increase. However, a job performance rating of "Meets Expectations" does not necessarily guarantee or exclude you from receiving a salary increase. Decisions regarding salary increases, any qualifying factors, and the funding allocated for such increases, are determined by the North Carolina Legislature.
  • If you do not meet expectations, you will receive a development plan to assist you in improving your performance, enabling you to meet job expectations. If you are continuously unable to meet the expectations of your job, you may receive disciplinary action up to and including separation from employment. All professional EHRA non-faculty employees will receive an annual rating.
  • For more information: SHRA Performance Appraisal Policy

  • Regular performance appraisals provide an opportunity for employees to understand how their responsibilities and performance expectations align with the goals and priorities of their work unit, with their institution’s strategic initiatives, and with the University’s strategic plan. It is a requirement of the University of North Carolina that the UNC System and all of its constituent institutions provide an annual performance appraisal to permanent EHRA non-faculty employees. Interim or mid-year performance appraisals may be accomplished when deemed appropriate but are not required.
  • For more information: EHRA-NF Performance Appraisal Policy

  • You may apply for other campus positions that become available at any time. If you are selected for another position that is classified at a higher career band or level, the selecting official may recommend a salary increase within established State guidelines. In general, the guidelines allow for a maximum salary increase based on:
    1. Your demonstrated competencies and relevant qualifications;
    2. The availability of funds; and
    3. Salary equity considerations.

A vacant position is at a higher career band or level if the position’s market reference rate is higher than the market reference rate for the position the employee currently occupies.