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PERFORMANCE
MANAGEMENT
LEAD
Valuing Individual Performance (VIP)
Learning Objectives
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Understand the purpose and objectives of the
state’s performance management system.
Know how to write SMART Goals.
Know the timeline and stages of the performance
management system.
Be able to give performance feedback using the
STAR method.
Purpose
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
Valuing Individual Performance (VIP), the statewide
performance management system is designed to
enable employees to develop and enhance
individual performance, while contributing to the
achievement of organizational mission, goals, and
business objectives.
VIP Objectives
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Facilitate effective communication
Clarify performance expectations
Connect individual work to UNCC mission
Ensure employees provide input and receive
performance feedback continually
Identify and implement opportunities for employee
development and discussion of career objectives
Provide policy consistency
Timeline: March 1 – February 28
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Ongoing
Feedback
Work
Plan
Preparation
Employee Performing
Interim
Review
Within first 30
days in the job
Mar
Apr
Performance
Review
Preparation
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Jan
Feb
3 Stages of the VIP Process
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Plan
• 3-5 SMART Goals to consistently meet and
occasionally exceed the defined job expectations and
measurements
• Balanced
• 2-way
Feedback • Dynamic
• Quantitative
• Qualitative
Evaluate • Documented
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Work Plan
Stage 1
Work Plan Components in NinerTalent
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Plan: SMART Goals in 3 Areas
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2. Behaviors
1. Performance
3. Career
Development
Progress Notes
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Enable you and employees to keep track of ongoing
feedback.
History
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Enables you and employees to see who has done
what, and when.
3-5 SMART Goals
S
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Specific action and expectation
M
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Measurable result
A
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Agreed-Upon
R
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Relevancy to the organization
T
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Time-bound for completion
Preparation for SMART Goal Setting
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A
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Who
Employee and Manager
S

What
Action must be done?
M

When
Frequency of measure
T

When
Due/Demonstrated

Where
Niner Talent
R
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Why
Does it matters to UNCC?
S

How
Well must it be done?
Why Relevance Matters
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Employees who have a sense of meaningfulness and
of progress are:
 more engaged,
 perform well, and are
 more intrinsically motivated.
Hyperlink to TED Talk with Barry Schwartz on Why We
Work
Relevance at UNC Charlotte
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Dept.
Mission
Division
Goals
UNCC
Strategic
Plan
UNC Charlotte Strategic Plan
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Institutional Plan
Guided Practice
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Write a SMART Goal using the following:
 Administrative Support Assistant Class Spec
 UNC Charlotte Institutional Plan
 SMART Goal Setting Worksheet

The duty in question: Answer students questions
SMART Goal Example
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Contribute to “enhancing the quality of campus life and the collegiate experience for
students, and helping the university achieve 32.2% enrollment growth by 2018” daily in
the following ways:
Demonstrate friendliness by greeting students with a smile and eye contact as soon as
they arrive.
Accurately identify/recognize and provide answers to student’s questions/problems.
Provide customer service by effectively communicating standard services, processes,
and procedures using prescribed or established guidelines.
When non-standard questions/problems arise, direct students to the appropriate source
for problem resolution by seeking information or advice from higher levels. Share as
much information with the student as possible to resolve their issue. [For example, make
calls or look up information on the web to find the answer; write down the name and
number of the person/department that can help, and give it to the student along with a
campus map/directions.]
Always ask, “Is there anything else I can assist you with today?”
Performance will be measured by periodic observation.
Table Group Practice
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Scenario: Your ASA says he wants to gain stronger
program knowledge because his ultimate career
ambition is to be the Dean of Students.
Using the tools below, work together as a table
group to write a SMART Goal for developing his
program knowledge:
 ASA
Class Spec
 SMART Goals Setting Worksheet
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Feedback
Stage 2
Evaluation Components in NinerTalent
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Feedback Myth Buster
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Balanced
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Positive
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S/T – situation or task
A – action taken
R – result
Opportunity for Improvement
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S/T – situation or task
A – action taken
R - result
AA – alternative
action
AR – alternative result
Guided Practice
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Table Group Practice
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STAR: Your ASA recently went above and beyond your
expectations to track down the answer to an unusually
complicated question for a student. You noticed that he
followed up with the student to share the answer later
that same day. And, he took the initiative to send an
email to the rest of your team to share what he’d
learned.
STAR-AR: Your ASA is not consistently meeting your
expectations. You have observed on several occasions
that he is on his smart phone when students approach
him with questions.
Two-Way
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Start
Stop
Continue
Observable
Behavior
Expectations
Systems
Competency
Culture Resources
Motivation
Processes
Dynamic
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What happens to the Work Plan when team
member(s):
 Are
out on FMLA,
 Leave the department,
 Funding is cut, or
 Organizational priorities shift?
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Evaluation
Stage 3
How Will You Document Performance?
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Self-Assessment begins the Performance Evaluation
360° Feedback
Observation plan
NinerTalent PM Notes
Performance measurement indicators/standards
 Quantitative
(measurable, objective)
 Qualitative (descriptive, subjective, difficult to measure)
What’s Next for UNCC?
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PM Cycle may change
Rating scale will change
New Statewide goals
New University goals
Individual Goals
Interim Review required
New Employees evaluated every 90 days