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It aligns employee work with agency goals, strengthens goal setting and timely feedback, and supports growth through knowledge and skills. The policy details effective 2026–27 performance cycles, introduces continuous feedback and quarterly check-ins, removes interim reviews and PETS, and adds work plan expectations and eligibility changes for performance ratings.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/managing-the-employee-work-cycle-policy-policy-summary-march-5-2026/253685/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/managing-the-employee-work-cycle-policy-policy-summary-march-5-2026/253685.png","ImageObject",442,249,{"name":88,"@type":89},"Aurelia","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-19","2026-09-13",true,{"@type":98,"interactionType":99,"userInteractionCount":20},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What does the updated Managing the Employee Work Cycle policy replace?","Question",{"text":108,"@type":109},"It replaces the Agency Performance Management policy with a more effective and modern approach to performance management.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"When does the policy take effect for employee performance cycles?",{"text":113,"@type":109},"It is effective for the 2026-27 performance cycles starting July 1, 2026.",{"name":115,"@type":106,"acceptedAnswer":116},"What major feedback process changes are introduced?",{"text":117,"@type":109},"The policy eliminates interim reviews, encourages at least quarterly feedback conversations, requires quarterly check-ins for new employees, and supports using the state platform’s “check-in” feature.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},253685,1790344450,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":20,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":15,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":79},1099514068365,"https://ap-avatar.wpscdn.com/avatar/10000253d8d9f28188e?_k=1776742907772140068","State Human Resources Commission  \nReport/Policy Summary  \n(March 5, 2026)  \nTitle of Policy/Report/Rule: Managing the Employee Work Cycle  \nPurpose: The updated Managing the Employee Work Cycle policy replaces the Agency Performance Management policy with a more effective and modern approach to performance management.  \nNorth Carolina’s Managing the Employee Work Cycle policy is focused on:  \n1. Aligning employee work and expectations with agency goals and strategic initiatives.  \n2. Improving employee productivity and performance through goal setting and timely feedback.  \n3. Developing employee knowledge and skills to enhance job performance and advance careers.  \n4. Building a culture of continuous feedback that promotes productivity, growth, and engagement.  \nPeriod Covered (if applicable) : Effective for the 2026-27 performance cycles starting July 1, 2026.  \nSummary of Proposed Policy/Report/Rule and Revision(s): This policy replaces the Agency Performance Management policy with the aim to:  \n• Increase agency flexibility to manage employee performance consistent with agency needs.  \n• Advance employees in their careers through skill development and timely, effective feedback.  \n• Help agencies meet their goals and workforce needs through employee work plans and developmental goals.  \n• Update the policies to reflect accepted performance management best practices.  \n• Simplify and streamline policy language.  \nThe policy continues to apply to the permanent, probationary, and time-limited employees and retains a three-point rating scale, with updated rating terminology.  \nMajor changes include:  \n• Increasing flexibility for agencies to manage employee work to meet their needs, including:  \no Allowing agencies to select between two options for the annual performance cycle – the calendar year (January 1 to December 31) or the fiscal year (July 1 to June 30) .  \no Providing two rating options – a cumulative rating model and an individual ratings model – and feedback prompts of supervisors.  \n• Eliminates interim reviews, instead encouraging at least quarterly feedback conversations between supervisors and employees and requiring quarterly check-ins for new employees; supervisors and employees may use the newly enabled “check-in” feature of the state’s performance management platform to facilitate these conversations.  \n• Eliminates PETS (Performance Evaluation for Transfer or Separation) and instead allows an employee to request a final feedback conversation prior to transfer or separation.  \n• Recommending employees include a growth and development goal in their annual work plan.  \n• Decreasing the length of time an employee must have worked for an agency before they are eligible to receive a performance rating from 6 months to 90 days.  \n• Removing the Addressing Unsatisfactory Job Performance section of the policy and creating two standalone policies – one on addressing unsatisfactory job performance and one on recognizing exemplary job performance.  \n• Including three Agency “Test-and-Learn” Initiatives to inform future statewide improvements to performance management.  \n• Removes definitions, opting to define important terms within the policy text instead of in a  \nstand-alone section, and updates the name of the Annual Performance Evaluation to the Annual Progress Review to reflect the focus on employee growth.  \n• References several changes within the state’s performance management platform that will lessen the administrative burden of conducting and documenting feedback conversations and the Annual Progress Review.  \nAdditional Details on Changes  \nContinuous Feedback and Complimentary Policies: The new policy encourages supervisors to provide continuous and timely feedback and requires supervisors to provide and document feedback for new employees, employees with performance that needs improvement, and, if requested, for employees separating or transferring. Research shows that the continuous feedback model is a m","cbCaivFeTQaPQ3EA","https://ap.wps.com/l/cbCaivFeTQaPQ3EA","pdf",387231,"English","# Purpose and Scope\n## Effective Period\n# Summary of Revisions\n## Agency Flexibility and Rating Models\n## Feedback Requirements and Review Changes\n## Transfer/Separation and Work Plan Updates\n# Additional Details on Changes\n## Continuous Feedback and Complementary Policies\n## Ratings Models and Updated Rating Names","[{\"question\":\"What does the updated Managing the Employee Work Cycle policy replace?\",\"answer\":\"It replaces the Agency Performance Management policy with a more effective and modern approach to performance management.\"},{\"question\":\"When does the policy take effect for employee performance cycles?\",\"answer\":\"It is effective for the 2026-27 performance cycles starting July 1, 2026.\"},{\"question\":\"What major feedback process changes are introduced?\",\"answer\":\"The policy eliminates interim reviews, encourages at least quarterly feedback conversations, requires quarterly check-ins for new employees, and supports using the state platform’s “check-in” feature.\"}]","Managing the Employee Work Cycle Policy - Policy Summary - March 5, 2026 | PDF",1789268892]