Performance Management Program

Quick Links:

Performance Management Job Aids

DPS NCVIP Help e-mail

DPS NCVIP Help Request Forms (forms best viewed in Internet Explorer):

General Troubleshooting
NCVIP Request to Reopen / Modify NCVIP Record
Removal of Task Launched in Error (IDP, PIP, DCS, PETS, etc)
Employee Returning from Leave of Absence (LOA)

DPS Policy - Peformance Management Process for Personnel Actions and Values

DPS NCVIP Summary Rating Form HR-560

Handout for HR - DPS HR: NCVIP 2017 APE / Performance Plan Webinar

Handout for HR- Introduction to NCVIP for Managers and Supervisors Classroom Session 

2017-18 Values Defined at 3 Levels

2018-19 Values for Managers Defined at 3 Levels  **NEW**

2018-19 Values for Employees Defined at 3 Levels  **NEW**

HR-562  DPS Documented Counseling Session/Employee Action Plan

WebEx Instructions for Temporary Access for Webinars

NCVIP Preparation Administrative Memorandum  07-2017

NCVIP 2018 Preparation Administrative Memoradum 04-2018 **NEW**

Performance Management Overview

The goal of Performance Management is to link individual and group objectives to our organizational mission and goals. It is a collaborative, on-going process between a supervisor and an employee to plan for, monitor, develop, and evaluate an employee's work.

Our performance management program promotes continual communication between supervisors and employees about tasks and performance which fosters a more productive, motivated, and results focused workforce.

Effective July 1, 2015 the State of North Carolina will begin a new Performance Management System called Valuing Individual Performance (VIP).  More information can be found on this new system at:

Below is a summary of the changes to the new process:

  1. The rating scale will now be a 3-level rating scale:
    • Exceeds Expectations
    • Meets Expectations
    • Does not Meet Expectations
  2. A Performance Management Technology tool will be used for the administration of the Performance Management Process
  3. Every employee's work plan will be comprised of 3-5 goals related to their job and position responsibilities. There will also be specific tasks documented related to the employee's goals. Goals will comprise 50% of the overall performance rating.
  4. Every employee will have values as part of their work plan.  2-4 values will be determined and assigned by the Office of State Human Resources to all state employees.  Up to 5 additional values will be assigned by DPS executive leadership to all DPS Employees.  These values will comprise 50% of the overall annual performance rating. 
  5. The performance cycle will begin on July 1 and end June 30 of each year, beginning July 1, 2015.

The handout for the HR - Introduction to NCVIP for Managers and Supervisors can be accessed here.


Please complete the DPS NCVIP Help Request Form for administrator assistance.  

For the quickest response, please email 

This email account  monitored by all staff on the Performance and Organizational Development Team.

HR Training Coordinator    
Western/Mountain Region HR Trainer Mike Deluca (828) 368-4422
Piedmont/Central/Southern Coastal HR Region Trainer Jason Schoolcraft (910) 642-3285 ext. 273  
Triangle Region HR Trainer Erika Faucette (919) 324-6220
Eastern Region HR Trainer      Robin Becker (252) 214-6626
HR Training Coordinator Barbara Revels (919) 457-1195
HRIS Manager (LMS/NCVIP) James Weston (919) 457-1235
NCVIP System Tanya Stanley (919) 457-1237
LMS System Charles Rambeau (919) 457-1180
HR Policy   VACANT (919) 716-3800
Deputy HR Director, Performance and Organizational Development Christopher Hunt (919) 716-3800


« this page last modified 06/19/19 »