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The University needs nominees for a group that considers appeals of annual
performance reviews.
The Performance Management Review Board is a pool of employees from which
three-member panels are drawn to conduct second-level (Level B) reviews of
appeals filed by employees. The first level of review, Level A, is conducted by
the employee's department head.
"Reasonable people can disagree," said Ken Litowsky, policy director in human
resources. "The Level B process affords the employee the opportunity to have
his or her concerns heard by a neutral third party.
"Members of the Performance Management Review Board work to provide the
objectivity and fairness that are absolutely essential to a performance review
process."
Board members:
* Review written materials from the employee and the employee's department
about the appeal;
* Conduct a hearing to collect additional information and clarify the facts of
the appeal;
* Assess the evidence to determine issues such as the effectiveness of
departmental administration of annual performance reviews, the validity of
performance ratings and other comments included in the evaluation; and
* Write a report to the chancellor specifying the facts of the appeal and
recommending a resolution.
"Because of the work they will do, nominees for the board should be objective
and fair-minded, clear thinkers, and have good organizational and writing
skills," Litowsky said.
Members serve staggered two-year appointments that begin in July. Because
annual performance reviews are done in May with Level A appeals handled first,
the heaviest time demand for review board members comes in the late summer and
early fall months, Litowsky said.
Once assigned to a panel, a member may be busy for several hours on four or
five different days, Litowsky said. Case load permitting, attempts are made to
assign each member to just one appeal per year. Members are never assigned to
appeals involving their home departments.
Annual performance reviews can figure in employees' eligibility for salary
increases as well as prospects for promotion, making the appeals process
critical, Litowsky said.
"Each year, the General Assembly decides what salary increases will be and
which employees will be eligible for them," Litowsky said. "If an employee's
performance is not reviewed fairly, he or she may not receive an increase to
which entitled."
Litowsky said about 15 to 20 Level A appeals are filed each year. About five
to seven of those reach Level B, he said.
The Level B panel makes a recommendation to the chancellor as to how the
appeal should be resolved. Members may find that the process and ratings were
valid and recommend that the chancellor uphold management's original review.
Or they may find serious irregularities and recommend modifications and
training to help avoid similar problems in the future. After reviewing the
panel's report, the chancellor may adopt, modify or reject the panel's
recommendation. The chancellor's decision is final.
To nominate employees for the Performance Management Review Board, send
Litowsky their name, campus address, e-mail address, phone number and a brief
statement as to why they would work well on the board.
Litowsky can be reached at: phone, 2-3894; e-mail, Ken_Litowsky@unc.edu; or
fax, 2-1065. Nominations should be submitted by June 18. The Chancellor's
Office will review nominations, with the chancellor selecting and inviting new
members to serve. Human resources will train new members.
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