performance management: epms for supervisors clemson university office of human resources presented...
DESCRIPTION
EPMS policy EPMS is an annual review process that ensures that employees know what is expected of them by having supervisors set and communicate expectations. Key Points: Universal review date Applies to employees in FTE positions Probationary review – 1 year Trial status review – 6 months Used in personnel actions Permanent part of personnel file If job responsibilities change significantly, form should be revised Final appraisal must bear the signature of the rater, the reviewer and the staff memberTRANSCRIPT
Performance Management:EPMS for Supervisors
Clemson University Office of Human Resources
Presented by: Joy Patton [email protected]
Objectives for Today Review current policy and timeframes Describe the process of performance
management and the benefits of effective performance management
Review performance management forms and resources
Discuss levels of performance/ratings Discuss tools to address substandard
performance
EPMS policyEPMS is an annual review process that ensures that employees
know what is expected of them by having supervisors set and communicate expectations.
Key Points: Universal review date Applies to employees in FTE positions Probationary review – 1 year Trial status review – 6 months Used in personnel actions Permanent part of personnel file If job responsibilities change significantly, form should be revised Final appraisal must bear the signature of the rater, the reviewer
and the staff member
Performance Review vs. Performance Management
Review Management
One time event Ongoing
Retrospective Prospective
Short Term Long Term
Correction oriented Progress steps
Completing form Planning/goal setting
Shrm.org 2008
Performance Review Process
Step 1: Plan Review position description Set and communicate
performance expectations Supervisor and employee
identify and develop SMART goals
Complete planning stage document
Step 2: Develop Determine coaching and/or development
needs Align coaching and training with the planning
stage as outlined in Step 1
Step 3: Monitor Mid year review Compare results to plan Look for roadblocks and clear road Redefine goals as necessary No surprises!
Step 4: Evaluate Review actual results Self-evaluation Provide feedback and ratings via EPMS form Establish plans for further development
EPMS form and resources http://www.clemson.edu/employment/worklife/
epms.html
Group Activity – “Tom and the DOT”
Levels of performance Exceptional – Work that is consistently above
the success criteria for the job throughout the rating period.
Successful – Work that meets the success criteria for the job.
Improvement Needed – Work that barely or marginally meets success criteria.
Unsuccessful – Work that fails to meets success criteria.
Substandard Performance
An unsuccessful level of performance means that an employee is not meeting the expectations of the supervisor. If an employee is performing at this level, a plan should be developed using the substandard performance process prior to the employee receiving a "below" rating in a job duty that significantly impacts performance.http://workgroups.clemson.edu/FIN5337_HR_POLY_PROC_MANUAL/view_document.php?id=119